Companies have a ton of choices in terms of human resources software, applications and vendors. How can you be sure you select the right HR technology for your individual organization? Selecting new software can be overwhelming for many HR managers, and you don’t want to doubt your selection. Technology is supposed to make your life easier, but choosing the wrong HR applications for your needs can make things more difficult.
You need to do extensive research when choosing a new program for your business and be sure to ask the right questions. Here are some ways to determine if a certain type of HR technology is right for you:
1. What Does the Platform Do?
Are you looking for a single application, such as payroll or talent management, or do you need something that allows you to manage all these tasks? It’s important to understand what a platform offers before you sign up. While managing a large number of separate applications can quickly make things complicated, some companies may choose to do it to maintain their existing investments. However, a single application can significantly streamline your HR operations because all employee data is housed in one place. You need to consider what capabilities you need to enable efficiency.
2. Does It Help With Compliance?
Labor laws are changing all the time, which makes compliance a constant priority. HR technology should you help you comply with regulations, especially the Affordable Care Act, according to TLNT. HR technology should never make compliance more complicated.
3. What Support Is Available for the Implementation? What About After Installation?
The capabilities of the software are crucial, but the relationship you’ll have with the vendor matters as well. Any technology implementation takes time, and it’s easy for projects to exceed the timeline. Depending on how complex the offering is, installations can take months. Companies need to have realistic expectations for how long an implementation will take. It’s important to ask what kind of support the vendor offers during implementation. Some technology providers assist clients through the entire process. It also doesn’t hurt to ask what kind of support is available later on in case anything goes wrong.
4. What Goals Do You Hope to Accomplish with a New Technology Investment?
Are you hoping to boost efficiency? Reduce errors and cut out manual processes? You need to have a specific idea of what you want to get from a new HR technology platform to make the right selection. This can also help you avoid signing up for more capabilities than you need.
5. How Scalable Is the Application?
It’s already challenging to identify your goals and needs for the present, but you also need to think about the growth level in your company. What capabilities will you need from your HR technology in the next six months? What about the next year? If technology can’t grow with your organization, it may not be the right fit.