A management’s constant pressure to cut down costs, increase efficiency and processes effectiveness have become a natural environment for the majority of enterprises. Those can be achieved relatively easy through improving HR processes, the ones affecting each and every employee in a company. Some rationalizations get started with new IT systems, implementations of new technical solutions or through buying expensive ERP platforms, with all these expected to pay back in success immediately…
I can’t deny, this is the right way, it can be often bumpy though… There is another possibility to get to a new HR system or solution relatively smoothly or even comfortably. You should take a closer look at 4 key elements as part of your journey preparation:
- Is everything you do nowadays exactly what you want to mirror in a new system? Thinking about processes… Which solutions helping you to get more effectiveness and efficiency are best in class? It is worth considering how you operate and later making, sometimes revolutionary, changes.
- You know the processes, you know what to expect from a system. You have collected yet few offers from companies willing to support your implementation project… what comes next? How to make a right choice? How to identify what is the most applicable solution? These are the long days/weeks or months of running reviews and analysis. They are crucial as their result will impact our next steps and at the end of the day our final score or, what is important, the end customer’s, it is our employees’ satisfaction.
- Finally the contract is signed and you start to document your business requirements. Why is this so painful and takes majority of your working, productive time? There are few companies, which can say they can accommodate this task without impacting their day to day operations. A task which is extremely important, as what is documented should present what a company expects from a new system and how it should function. If you forget about anything in this step, well… not a big deal, however each change made in the future on the system will cost you a fortune. If your company is short on resources or simply your HR team is overwhelmed, consider hiring an external consultant, someone knowing the selected ERP system. Think about someone independent from the vendor company supporting your system implementation though.
- So the business requirements are comprehensively described and you got a sign off provided by HR Director. It feels like you are done with the hardest part yet. Well… I don’t want to trouble you, but in reality the most critical phase of the entire project is yet ahead of you. You should get ready to test the configured system. It sounds easy, don’t we know what we wanted? It is just a matter of turning on the system and checking if works… true, but you need to develop test scenarios, validation takes time, if you encounter errors and those get fixed you need to rerun the tests, run regression trial etc. An experience based advice from some other companies facing similar challenges – secure some specialized support provided by someone working hand in hand with you, someone who is not part of the implementation vendor’s team. With this approach you simply can’t fail!