Whether you are considering a new system or want to replace your current HR, payroll, timekeeping, benefits management and / or self-service system, stop everything you are doing. Though many will approach this as a top-down process, there is a better way to approach this project that will provide more benefits than the traditional project methodologies that many embrace.
Over spending on budgets and overworked resources is usually the case for all but a few circumstances during implementation as well as production of an HRIS system (mostly due to its complexity). Some discover that you have over bought or under estimated their system needs. And sometimes have later discovered that they entirely missed something that ends up being a very costly mistake.
Many make the mistake of having teams produce a list of “imperatives” that the new system needs to do. While this may work for some systems, the complexities of an HRIS system may not always fulfill your vision in this approach. Not to mention the new system selected may be like trying to kill a fly with a cannon or may not be able to deliver your desired results no matter how many custom designs you put into it.
Often ignored resources of information for your new system are your own employees… For whatever excuse given, this often overlooked resource is your best reason to start from the bottom… Trying to fulfill the wish list of those in upper management and the executive offices without considering the needs of those that will need to collect, sort, enter and store the much needed information is basically asking for inefficiencies at the lower level that will only be magnified at the upper levels of the company (upper management and the executive offices).
This does not mean you need to interview every employee either. But interview at least to the level of supervisors or as many levels as possible. You may discover that there are processes and procedures you may want to keep as it is working very successfully. Why reinvent the wheel if it is not necessary? Do not decide now if these stay or go, but note that they are very successful.
So what to do? There is an approach that has worked very successfully not only in the direction of the project, but the provision of an alliance and synchronization that is centered with the company, business processes and employee morale and involvement. It may appear as a bottom-up approach, but as you will see that levels the playing field in such a way that promotes communication controlled, could invite input from stakeholders and builds morale within the company and the project
Like any company that has had a major implementation project will say, regardless of the state of dynamic re inside the company before the project, which will be intensified and extended the duration of the project. Many will look at it as problems waiting for an event – why not look at them as an event waiting to solve a problem?
Through a series of articles, we look for a comprehensive approach to the HRIS project that will greatly help not only find out just what you need to have a system but a means to maintain morale and high efficiency and minimize costs. Before even looking at the return on investment (ROI) of a system, resources, flexibility, and any others, it’s better to discover that minimize the impact, but also maximize the opportunity to bring a new system.
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