Three tell-tale signs you need to bring in an HRMS consultant
When you are selecting and implementing a new HRMS the stakes are high and mistakes can be costly. An external consultant can provide guidance but the impact to your project budget may cause you to think twice. However an external consultant may be the tipping point that makes your project successful. Here are three tell-tale signs that your HRMS selection and implementation project would benefit from a consultant’s services.
1. Employee surveys do not point to a high rating for HR
In your annual or pulse surveys, it is possible to get a view to how employees view the Human Resources function. Is your team innovating and receiving high marks for career opportunities and employee engagement, or is HR seen as a dinosaur - slow and unresponsive to progress? If you’re selecting and implementing a new system with an old mentality, you may as well stay with your current methods.
An HRMS consultant can help to bring a new perspective and ideas about processes and system use, breathing new life into your ways of doing business. As you select and implement a new HRMS, an HRMS consultant can influence HR processes and system usage during your ‘to be’ modelling so giving you a long-term impact.
2. You’re anticipating a major HRMS change
Have you been using the same HRMS for a number of years? There are many great HRMS products on the market today so how do you choose the right one for your organization’s requirements? An HRMS consultant is skilled in a number of systems and has been involved and seen the results of multiple implementations. Such expertise can be especially useful in HRMS demos to have someone on your side who knows how to ask the right questions to help your company to choose the best product.
3. Decision makers are divided
The decision to select and implement a new HRMS can involve multiple stakeholders from across the board: HR, IT, Finance, managers, employees, etc. You may hear opinions such as, ”We must choose a cloud solution as those are the best” even if it has no basis for your company. An HRMS consultant can provide a neutral opinion and can lead discussions that set up an objective framework for evaluating systems and requirements. As an external HRMS consultant has no past history they are able to look only at today’s requirements to help shape software decisions moving forward.
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