3 reasons you need to train users prior to your HRMS launch

Implementing a new HRMS is an exciting time, especially when you are delivering more functionality and a better user experience. In order to maximize your investment it is crucial to have users trained in advance and ready to work with the new system on HRMS launch day. Here are three benefits of training users prior to your HRMS launch.

1. Acceptance and adoption

Change management can be a challenge during HRMS implementation as users will be knowledgeable about legacy systems and business processes and often reluctant to let that knowledge go. Training HR users and employees before your HRMS launch offers insight into the advantages of your new system. When you create familiarity in advance it helps to increase awareness and generates a positive sentiment around your HRMS implementation. Early training also allows users to ask questions and helps them understand their roles in the new HRMS.

Recommended Reading: HRMS Implementation Guide - Get the complete guide to implementation before your HRMS launch

2. Minimize operational business disruptions

When you implement a new HRMS your core business does not stop. Often you need to accelerate activities if you’ve had a freeze on development or data entry in the days prior to launch. HRMS go-live can be busy as everyone acclimates to your new system, processes and tasks. Employees, managers and HR staff all have responsibilities in your new system and training them in advance is the easiest way to empower them to perform their jobs.

As employees and managers have limited time, we’ve found that offering a variety of training options is the best tactic. Quick guides or FAQ bulletins on your portal or via email can present a high level topic, such as ‘how do I view my details online?’ Online training sessions of one hour per topic are effective for more difficult tasks such as training a manager how to open a position online. When possible, record these for later distribution to employees in alternate time zones.

3. Maximize knowledge transfer

Many projects use HRMS consultants to provide guidance and expertise. Once you’ve gone live, consultant hours usually begin to diminish as your HR team takes over daily operations. A consultant has deep awareness of your HRMS and business processes; this is one area where you cannot wait for go-live to begin knowledge transfer activities. When your consultant is on site there is the opportunity for both formal and informal learning. Where possible, your consultants should be seated near their HR counterparts and connecting daily on tasks and activities so that there are no surprises or black holes of understanding after your HRMS launch.