Each organization is different with its unique combination of staffing, structure, and services. Your perfect HR Management Software is certainly there out in the market. Selecting perfect software for your organization can be intimating. But, it is battle half won. Not implementing your HR Management Software successfully can tie up your organization in a technical liability.
A successful implementation requires a mix of strategy, process, technology and people. Most of the times, ‘People’ Factor goes un-noticed. Managing staff expectations, performance, and change can bring variance, diversity, and adversity to the deployment process. Affecting implementation outcomes, these factors can bring unnecessary complexities sometimes.
A positive and successful HR Management Software Implementation is possible if following factors are taken care of:
1) Change Management: Any change is difficult in the beginning. Especially when it has an impact on the people working in an organization, it cannot be underestimated. This impact can greatly influence the success of whole HR Management Software implementation. For a successful implementation, you would have to take into account how people in your organization will respond to change.
2) Data Migration: HR Management Software is all about data. There is and can never be a good or a great time to migrate your data. But, make sure you migrate all the necessary and important employee data. Remember: Don’t add garbage in your new system. Drop what is not required for your older system.
3) System Testing: For a smooth running of your HR Management Software, a rigorous system testing is imperative. You do not want any hiccups at a later stage. After all, your HR Management System contains very important employee data and you do not wish to mess with it. Draw up a schedule of testing for configuration and system setup, integration with other business intelligence systems, processes and procedures. After each set of test, fix the problems and test again. Remember if a user has a bad experience at a first go, then they probably won’t return.
4) User Testing: Everyone is your organization should be able to use and utilize HR Management Software. This would require them to un-learn some familiar skills and methods and learn a new system. Divide them into groups according to their required exposure to the system and design appropriate learning interventions. Work with them through this.
5) Post Go-Live Challenges: Even after rigorous testing and user training, once your HR Management Software is live, you would face challenges. There will be necessary maintenance activities to take care of. Look carefully how well your system is performing. Analyze the reports to understand those hidden glitches. Review what worked and what did not work to improve further.
Finally, for a long term success of your HR Management Software, it is imperative to go back and keep analyzing the performance of the system. Ask your users and keep listening to them.