While almost every company will require a unique gameplan, successful HRMS software implementation projects have many similar characteristics. In most of the cases, it is essential that you understand the organization’s requirements, identify goals, define the scope of the project, and evaluate infrastructure requirements before you begin. Sounds like a lot of work, and it is, too. But when you work on your HR software implementation plan in advance, it is worth the gains in form of higher efficiency and cost savings.
It is also feasible to identify the desired ROI and establish a framework to check your results. As every company will want an HRMS software that best fits their needs, it is an added advantage if we come up with the right strategies to boost the implementation. Probing further into these points, here are some plans!
Top 7 HRMS Implementation Strategies
#1 Key performance indicators
To begin with, it is extremely important to determine the costs, both monetary and time-related which arise due to inefficiencies in your current business processes.
Follow this by setting fair and achievable goals for cost and labor reductions and other results so that you can evaluate and identify the ROI (return on investment) of the HR project.
#2 Change Management
When implementing the HRMS, the impact of change for the people working in the office should be taken into consideration. People respond to change in broadly predictable ways. For a successful HRMS implementation, we need to build a communication strategy that is well structured and helps your employees connect to the vision and motive behind the change.
#3 Data Migration
When migrating data from your old HRMS to your new system, it is always better to give structure to your approach. This is best classified into sub parts like reviewing current data, identifying gaps, checking accuracy, generating roadmap. Security should be the utmost importance while you are implementing, especially if your new HRMS is taking you into cloud.
#4 Policy Changes
Review internal policies and change them as required to support the HR workflow. Most of the time you come across procedural changes, i.e., HR impacting various procedures in the company. You will need to enable new methods using HR software as the platform. Also, make sure that new procedures have to be well documented as well as accessible, and users have to be trained on the changes.
Identify compliance requirements with the vendor, federal or customer policies and mainly adapt your HR software and workflow to manage your compliance needs. Compliance requirements change frequently. It is important that employees who have entirely new compliance information are part of your ongoing HR team.
#6 Consolidated HCM
Every organization would want to have the best HCM software. You must always consider other systems already in place in your company by terminating them or clearly define which systems would be remaining for specific purposes. For example, you tend to implement HR for your core ERP data, but you are unable to replace the embedded document management capabilities in your CRM(customer relationship management) software. Further many organizations choose to utilize Microsoft Sharepoint. It is essential to define what information should be managed on SharePoint and what is managed in the HR software.
#7 Defined scope
HR should be implemented in all phases. The scope of each phase should be defined. For example, implementing HR for accounts payable and processes related to inventory, manufacturing, sales order etc.
Darwinbox is a powerful Enterprise HRMS that is designed to boost employee adoption and enable change management.
From providing the best HRMS software to delivering the right solutions to implement it, this platform manages the entire employee lifecycle altogether. With a clear focus on scalability, evaluating the right objectives, the platform focuses on issues that are on top of every modern HR professional’s mind.