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HRIS Software and HRMS Software Selection Just Got Easier

Avoid the Five Most Common HR Management Software Selection Mistakes

Posted on | September 1, 2009 | 3 Comments

Mistakes happen, but they don’t have to if you learn from others.  The HRMS software selection process is far from easy partly because there are so many systems on the market.  

After being immersed in the HRIS HRMS software selection process for more than 15 years, I’ve observed five mistakes prospective clients have made time and again.  I’d like to save you the time and frustration that usually accompanies these errors in judgment so that your Human Resources Management System selection experience is the best it can be. 

The core building block of your HR Management System Software selection process is adequately determining your needs.  You know what they say, “Garbage in, garbage out”.  If your needs analysis is flawed, your selection process will be too.  Your next consideration should be how many Employee tracking Software systems will you review?  Remember, most of the decisions you make in your life have been made through a similar process whether your realize it or not. 

Pre-qualifying vendors, budget approval, and project scope are all steps in the HR software and Payroll software selection process.  There are clear opportunities to avoid critical mistakes that could skew your entire end result.  

Please read the full article for additional detail on how to avoid the five most common HR Management Software selection mistakes and ensure the most successful selection possible.

Category: HRIS Selection
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Comments

3 Responses to “Avoid the Five Most Common HR Management Software Selection Mistakes”

  1. Sreekumar J
    November 6th, 2009 @ 3:30 am

    Interesting post… let me add some more points

    1. Manpower size in your organization is very critical. For a 50 people company, it is advisable to go for a SaaS HR & Payroll product. At the same time, if you are managing Human Resources in a 5000 people company, Enterprise HR Software to be installed in your premise would be the best choice.

    2. Study about vendor, check their background

    3. Spend quality time on product demo and evaluation ( time is money)

    4.Ask the vendor to list out the value additions to your organization by implementing their HR Software

    5.Maturity, Stability and Security – Evaluate the product maturity in terms of process

    6.Check for Government or Statutory Process Compliance

    7. You need to check software license particulars. There are some companies, who offer software, cheap or free but charge too much for support

    8. Check for Technology, Upgrades, Integration Compatibility

    9. Evaluate the screens and data capturing fields and check whether it is simple or difficult to enter/modify data

    10.Another critical qualification of HR Software is its reporting capabilities

  2. Ricky
    November 8th, 2009 @ 7:33 pm

    yes we can say most of the decisions you make in your life have been made through a similar process whether your realize it or not.

  3. Ashley
    November 10th, 2009 @ 2:59 am

    HR management software must be carefully dealt and should be avoided and rectified mistakes in it as it can affect the whole organisation.

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