3 Training Dilemmas Set to Make Your HRMS Project Overrun
Training is often a wildcard on any HRMS implementation. If it’s a new HRMS, there’s training for the project team during the implementation cycle, but furthermore training needs to be considered as a part of the launch for the users. How many of you have been on implementations when as time and money run short, the training budget is the first to get raided? Ensure that your HRMS training budget is watertight and avoid these common reasons why HRMS training projects overrun.
1) Insufficient Commitment to Training the Project Team (Time, Budget, Etc.)
I cannot tell you how many hours of HRMS training I have sat through or given. I can tell you, however, that there are an equal number of people not getting trained for a variety of reasons. A number of times I have seen the scenario that developers are sent on courses and HR are expected just to ‘figure it out, it’s a system as intuitive as a webpage like amazon or ebay’. Another common theme is ‘we’re spending all this money on consultants, you can learn from them on the job.’ As we all know, consultants leave and the creation of full training documentation is not in their vision so much as getting the HRMS configured and live.
2) The Bulk/Length of Training Needed
If you’re performing an HRMS upgrade, changes in the user interface and software functionality may be limited. For a new implementation, it’s often the equivalent of starting from scratch, which may involve a number of courses to do in order to get an understanding of the new application. An HRMS developer I know was in that situation, she attended over 100 hours of training! If you have operational resources who are part of the implementation team, training needs to be considered early to be both effective and manageable.
Recommended Reading: HRMS Vendor Guide - Find HRMS vendors incorporating training requirements
3) Software as a Service (SaaS) Applications and Their Frequency of Updates
One of the advantages of SaaS HRMS is that your software is always evolving to meet the latest and greatest HR needs. A negative side to these frequent updates is the impact it may have to your training materials and translations. I know of a company recently who had just completed their user manuals and self-service training and then their HRMS provider changed the user interface extensively, including the screen layouts. Rapid updates to software can impact your project budget if your materials are not smart in design.
So there you have it, 3 dilemmas set to ruin your HRMS training budget. Whether it is during implementation, upgrades or due to a specific platform, your HRMS vendor should be able to answer questions and advise accordingly on training requirements for your company.
Featured white papers
Working with HRMS consultants: five steps to success
Find and onboard the right HRMS consultant for your project with this guideDownload
Workforce engagement is the key to HRMS implementation success
How user buy in affects your HRMS project, and how to encourage it
The pros and cons of hiring an HRMS consultant
What are the benefits of hiring an HRMS consultant for your implementation project
Performance management software guide: how to deliver effective results
How can your HRMS performance management module