HRIS Software – 5 Tips To Help In An Effective Implementation

How to ensure a smooth implementation of HRIS Software?

Today organizations are looking for technological solutions which are in line with their business strategies. Needless to mention, any HRIS software cannot be implemented without the help of a well equipped IT infrastructure. However, before implementation of any HRIS software, the organization must assess their current requirement and needs. It must ascertain that the implementation is in line the budget and overall corporate strategy. Technology is definitely acting as a catalyst in making more effective and efficient HR systems. But before looking for tips on effective implementation, let us first analyse the advantages of having a good HRIS software in the organization:-

  1. Helps in collating the employee data from Entry to Exit
  2. Helps in effective functioning of all HR systems like induction, performance management, transfers, reports etc
  3. Helps the Top Management in taking strategic business decisions
  4. Helps in laying down the future plans for the organization


5 Tips To Help You In Effective HRIS Software Implementation

The following pointers will help you to in keeping important aspects in mind while you prepare for the implementation.

1. It should be in line your business goals.

On the first go, HR Manager must ascertain the budget for any HRIS software implementation. This should be linked to the business results as the senior management understand the language of numbers and they are more concerned about ROI (Return On Investment). The approach of any top level management is that if we can justify the ROI, investment is not an issue for them. Hence, the human resource department must put up a strong business case in front of the top leadership team which can be easily measured.

2. You should have a fair understanding of your own Database

Thorough understanding of your internal processes and policies will help you in building a strong & robust HRIS software system. You should be able to visualize and imagine the flow of data so that a clone can be prepared out of it. Many organizations fail to implement an effective HRIS software because there is a gap in the understanding of the organizational needs and the actual designed software. Hence, a fair understanding of the internal systems is a must.

HRIS software and analytics

3. Effective Employee Engagement in the entire process

Any HRIS software implementation must not result in losing the personal touch with our people. After all the bigger objective of introducing any system is to make tasks easier for both the management and the employees. Their engagement and buy-in therefore becomes the quintessential element in the overall HRIS software implementation.

4. A thorough testing before the launch of the final application

One of the biggest turn offs that I have seen after any new software implementation is the number of errors or debugging that is required. In order to minimize such problems, it is advisable to have a thorough testing of the HRIS software before launching it for the people. As the saying goes “first impression is the last impression“, HR Managers need to ensure that there are minimum number of errors and software must be tested on actual live data from within the organization.

5. Post Implementation Review and action points

There should be a review session on “what went right and what went wrong” so that any future amendments in the HRIS software can be in line the feedback given by the users. The voice of the user is very important for any new initiative. They should be also given proper training so that they are well versed with all the overall functionality of the system.

Were you part of any HRIS software implementation in your organization? Do share your learnings with the HR community so that its helps in knowledge sharing and building our understanding on the systems and processes. Share your views in the comment section below.

  • Hector says:

    Hi Amit,

    Your information simply superb.


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