What to Consider as Part of Your HRMS System Test
Once your shiny new HRMS system is full of shiny new data (or more accurately, the old data after it’s been cleansed, checked, fixed etc.) it may be tempting to imagine that the onerous technical tasks are complete and you can shift to contemplating the joys of user training and engagement. Not so, first comes possibly the biggest hurdle for the technology itself; HRMS system testing.
In the ‘Information Age’ of internet and apps, most of us are familiar with the term ‘beta testing’. Well, if you really want your HRMS implementation be as smooth as possible, it’s worth considering gamma, delta and epsilon testing as well (don’t worry, they don’t really exist; just making the point that your HRMS system testing should be rigorous!)
The less testing you do, the more likely your new HRMS is to fall over during go-live
After all, an HRMS will contain confidential personal details of all employees – possibly, if there’s a payroll module, social security or national insurance numbers and bank account data – so there’s no such thing as an inconsequential error or problem. So, test. Test everything.
HRMS System Testing Schedule
As an addendum to your main implementation plan, draw up a schedule of test for configuration and system setup, integration with other business intelligence systems, processes and procedures, and (especially for payroll) parallel running with whatever system you were using before – put the same data and instructions into both and if the new system isn’t faster and/or more accurate then you have to ask why not.
HRMS System Functions Testing
Some tests will be functional (input data A, or instruction B, and expect to see output C…) others will require representative user groups to test the system if not quite ‘to destruction’ then at least to the limits of its capacity.
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HRMS Reports Testing
Finally, don’t forget to check the reports and analytics that the new HRMS is expected to churn out. Assuming you’re installing a system of greater capabilities than its predecessor then some of these functions will have no prior benchmark for comparison. In that case, refer back to the business objectives and strategic goals that such functions are expected to support (they should be clearly defined in the original business case that started the whole HRMS acquisition process) and see whether those expectations are being met.
After each round of tests, expect to have identified a set of problems which will then require technical or procedural solutions. In fact, if no problems crop up, be very suspicious. Then, having resolved the identified issues, test again.
Why Test Your HRMS?
If you’re tempted at any point to skimp on the system testing regime, just remind yourself that first impressions are critical and the less testing you do, the more likely your new HRMS is to fall over during go-live. If a user’s first experience is a failed login, crashed routine, or just inaccurate data, you’ve just destroyed their faith in a system that will be storing their personal information, tracking their performance and rewards, managing their salary, and so on – not the best start!
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