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Success Factors in HRM Software Selection

While one selection process of HR software is effortless, the other is full of bumps and setbacks. What determines the difference between a successful selection and a difficult process? Various software specialists tell on this page the success factors in the selection of an HR package.

Appoint a project manager

For proper coordination, the organization must appoint an employee as a project manager who is the point of contact for both end users and the software supplier. In addition, the organization must invest time and effort. The supplier must be provided with information to arrange the software. And the prototype must be tested for usability in daily processes. The more the organization invests in this, the better the coordination and acceptance, and therefore the chance of success. Finally, user training not only helps to understand the software, but also to convey the process-based choices made during implementation.

Recognize risks of HR software selection

Critical success factors are the concrete setting of goals, milestones in implementation and the proactive recognition of the risks. A clear exit strategy upon termination of the contract is also important.

An HR software project is a change process

The success is determined by a very clear and broadly supported image of what the final situation should be. This means that the project must be implemented as a change process, resources must be released internally, and sufficient time must be devoted to mapping processes. In addition, one should also dare to look critically at these processes before they are automated.

HR software supports business processes, not the other way around

The software must always support the business processes (and not the other way around!) And contribute to the strategic goals. These are - certainly in the HR software field in SMEs - not always formulated. In that situation the software can contribute to the formulation thereof. It's certain that both are interrelated. Of course, the people who will work with the software are a critical success factor. They must have sufficient knowledge and must support the choice of package. Involve them in decision making.

What is in it for me?

Added value for the user: employees only want to work with HR software if it helps them. The software must do something for them. They ask themselves the question "What is in it for me?" It's important to use the software in different phases. Start with the part that has the greatest 'WOW effect'. Then everyone will participate enthusiastically. Accessibility and user-friendliness: does everyone have a workplace where the software can be used and can the software be used without instruction? Ensure integration between all systems, so that there is only one set of good quality data. Users boycott software that contains old data.

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