Knowing your HR department needs stronger software to manage personnel issues is easy. Figuring out how to get that software? Well, that’s the hard part. You’ll need to convince management that any new HR software will have a beneficial impact on the company–and the company’s bottom line. Here’s some advice to follow if you’re making the pitch for new HR tools:
Do get the right people involved: Involve all stakeholders in the decision-making process, including employees outside of HR who may be using the new program, wrote John Hinojos for the Society for Human Resource Management website. To help select the most useful software, Hinojos suggested hiring a consultant, saying he or she would be “most effective for strategy development, discovery, vendor list creation, requirements match to vendors and the demo.”
Don’t be vague: It’s essential to have a clear, strategic plan that can be succinctly explained to management. “Get away from voluminous text documents … to convey the actual strategy to top management. Use collaborative software to create the strategy instead of sending the documents through e-mail,” wrote Hinojos. “Without a valid plan, the odds are that the chosen software may not perform adequately and the process will need to be repeated again soon.”
Do think globally: Even if your company’s software use will be limited to service within the United State, it’s important to consider global requirements, considering the increased pace companies often use after deciding to enter international markets. “It takes only one decision before the company could need global functionality,” Hinojos wrote.
Don’t take technology for granted: When comparing software vendors, it’s important to consider firms that place a value on the latest human capital management technology, according to Brent Skinner, principal analyst at Nucleus Research covering technologies in human capital management. “To be considered modern, technology for HCM must be in a multi-tenant, public cloud and delivered via software-as-a-service (SaaS),” Skinner wrote in Employee Benefit News.
“But those are just the basic prerequisites. Modern technology for HCM must also provide as much as possible in one suite. It must have a straightforward, consolidated data model to produce as few datasets as possible. The user interface must emulate popular consumer-grade social media newsfeeds to promote interaction between employees and facilitate ongoing, in-the-moment performance management, learning and more.”