HRIS Selection – Search Criteria

We are back to the original question HRIS Selection – which One? Once you have initiated your project and completed HRIS requirements gathering you would think that you are ready to look at vendors.

Remember however that there are hundreds of vendors and although you know what you wish to achieve with a new solution you don’t necessarily know which is the best solution for your organisation.

Let’s talk strategy

Larger enterprises will have a wealth of resources and would do well to open up the discussion with your compliance, finance, information technology and human resources leadership. You may have systems architecture and systems security teams which can also provide good grounding for your search criteria.  Does the organisation have a preferred approach for technology?  This dialogue with your business partners will provide a two-fold benefit

  1. You don’t waste time finding THE fantastic HR system to find out two months down the road that the data centre setup or security measures are insufficient for your company standards.  You may have data protection compliance standards which need to be met.  The list goes on.
  2. Communications is key.  Once the wider business hears that a new HR system is on the way assumptions start being made.  Open dialogue with your business partners should prevent crisis during implementation.

Smaller enterprises will not have the same resources to call on but still need to communicate with and engage with the rest of the business – in particular compliance and IT.

Search Criteria

Below are some examples of choices for Search Criteria to get you started.

For example,

  • cloud versus on premise solutions (which type best suits your business needs?)
  • best of breed versus full suite (this one normally leads to support and questions regarding integration capabilities)
  • do it yourself or implementation partners
  • big players or new up and coming innovators (think company culture, branding, image what type of provider would best compliment the business culture)
  • Solution sizing – employee numbers (current headcount versus 3 years+)
  • Solution complexity – geographical split, multiple employee groups, maturity of organisation, legacy data and retained rights
  • Budget – a realistic budget will ensure you exclude solutions which are way outside of your range

This discussion and understanding of strategy will help narrow down your search.  The output is a checklist which can be used for solution search.

Next up, market research.

 

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