When
you are selecting and implementing a new HRMS the stakes are high and mistakes
can be costly. An external consultant can provide guidance but the impact to
your project budget may cause you to think twice. However an external
consultant may be the tipping point that makes your project successful. Here
are 3 signs that your HRMS selection and implementation project would benefit
from a consultant’s services.
1.
Employee surveys do not point to a high rating for HR
In
your annual surveys, it is possible to get a view to how employees view the
Human Resources function. Is your team innovating and receiving high marks for
career opportunities and employee engagement, or is HR seen as a dinosaur -
slow and unresponsive to progress? If you’re selecting and implementing a new
system with an old mentality, you may as well stay with your current methods.
An HRMS consultant can help to bring a new
perspective and ideas about processes and system use, breathing new life into
your ways of doing business. As you select and implement a new HRMS, an
external consultant can influence HR processes and system usage during your ‘to
be’ modelling so giving you a long-term impact.
2.
You’re anticipating a major HRMS change
Have you been using the same HRMS
for a number of years? There are many great HRMS products on the market today
so how do you choose the right one for your organization’s requirements? An
HRMS consultant is skilled in a number of systems and has been involved and
seen the results of multiple implementations. Such expertise can be especially
useful in HRMS demos to have someone on your side who knows how to ask the
right questions to help your company to choose the best product.
3.
Decision makers are divided
The decision to select and
implement a new HRMS can involve multiple stakeholders from across the
board: HR, IT, Finance, managers, employees, etc. You may hear opinions such as
- ”We must choose a cloud solution as those are the best” even if it has no
basis for your company. An HRMS consultant can provide a neutral opinion and
can lead discussions that set up an objective framework for evaluating systems
and requirements. As an external HRMS consultant has no past history they are
able to look only at today’s requirements to help shape software decisions
moving forward.
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