Implementing an HRMS or HR solution covering all the HR processes in your business is highly strategic. This kind of software will have an impact on the HR, Finance and IT departments in the business. Implementation can become a veritable trap if it is not carried out properly.
Here are some guidelines to help you make the right choice, and make implementing your HRMS a real asset to your business.
First, ensure your chosen software:
- Is easy to use, configure and deploy
- Offers comprehensive functionality (covering talent management and personnel administration)
- Can be scaled with your needs
- Caters to the needs of local users and not just top management
Of course, do remember the importance of your HRMS being able to interface with your payroll engine (or engines, for multinationals).
Here are 7 criteria to consider when selecting your HRMS:
1. All your HR needs
To be completely effective an HRMS must cover all aspects of a business’s HR: talent management (recruitment, onboarding, interviews, mobility, training, pay, structure) and personnel administration (employee files, time sheets, absences/leave, expenses, scheduling).
Selecting a solution that can adapt to the needs of the business (with modules that can be activated on demand) but also to its growth and possible expansion internationally is ideal.
You need to ensure that your HRMS facilitates HRM productivity in terms of mobility, autonomy and above all optimisation, and also facilitates business operations. The selected HRMS should make day-to-day life easier for your employees, and assist the HRM, finance and IT departments too.
2. Optimum data security
It is important to ensure that the HRMS is reliable. Opt for applications protected by user authentication and a strong password. Data transmitted online should be encrypted using SSL protocol (GlobalSign).
3. An easy access solution
You need to be able to access your HRMS from anywhere, anytime. It should be available 24 hours a day using a simple internet connection. Access via tablets or smartphones is ideal when it comes to meeting your employees’ need for mobility.
4. Interfacing with other computer systems
Your HRMS needs to interface with the market’s leading payroll software (ADP, SAGE, CEGID, HR Access, SAP, etc.) but also with existing computer systems (accounting, finance, SSO).
5. An HRMS that can be used in multiple countries (if needed)
Ensure your HRMS works well wherever you go. You need to be able to configure the HRMS at group level but also locally, so it will adhere to applicable regulations and meet the country’s norms (leave management by country, for example). Your HRMS should be multilingual and have a language setting.
6. A scalable solution
It is important to ensure your HRMS evolves with your business. This evolution can be possible through regular necessary updates (changes in laws and rules). Maintenance of the solution provided by a dedicated service is crucial for your HRMS to function over time. Just like your business, your processes evolve, and your HRMS must be able to adapt quickly to your operational needs.
7. Project support
Monitoring your HRMS should be provided before, during and after deployment.
Organisation, precision and common sense are needed to optimise deployment. Don’t forget change management!
By following these seven guidelines, you can be sure to make the right choice, enabling your Human Resources management to adapt to the growth of your business.
The choice of an HRMS is no longer an issue of business size or cost, but a matter of ambition.
Recognised as a Cool Vendor by Gartner in 2013, Aragon-eHR offers a 100% Cloud, 100% SaaS, multi-country and multi-language HRMS that evolves with the size of your business.
It is the choice of simplicity for businesses with 50 to 100,000 employees. With more than 12 functional modules that can be activated on demand, integrated around a single platform, this is the only solution that covers 100% of your HR needs on the market.