The 11 Most Typical HRMS Software Implementation Issues

1. The11MostTypicalHRMSSoftwareImplementation Issues ChoosingthebestHRMSsolutionforyourcompanyissimplythefirststep.Thesystem isonly possibly flawless at this point. Thesetting up and execution of your new technology will determinewhetherittrulytransformsyourHR.Andthispresentssomeveryrealissues. According to a survey by SHRM, 36% of organizations reported employee resistance as a significant challengeduringHRtechnologyimplementation. ProjectManagement Before we even explore the technical or functional parts of the system, we must decide how youwillmanagetheimplementationprocess.Isaspecialisedimplementationteaminplace?If partoralloftheteamisactiveintheprojectinadditiontotheir 'dayjob'(which ishighlylikely and, in fact, the usual), what assistance is in place to help them balance priorities? If there are none,yourHRMSinstallationis likelyinjeopardy.

2. Whomakesuptheteam?Arealloftheimportantstakeholdersrepresented? Isthereadequate overlap with the team that oversaw the system's selection (that is, does the implementation teamhaveaccesstotheinformationandexpertisegainedduringtheselectionprocess?) ChangeManagement You're not only altering technology; you're also changing people's working environments, how they access HR services, and - in the case of HR employees - their employment duties and responsibilities. Have you considered how others would react to these changes? People have emotional reactions to change, and these reactions are invariably negative (no matter how big of an upgrade your new HRMS promises to be, all change is loss - even if the loss is of the comfortoftheoldwayofdoingthings). Astudy by Gartner found that 46% of HR leaders identified change management as the biggest barriertoHRtechnologyadoption. The reactions of people to change should influence how you manage the project, particularly your communications approach. Employers should manage and prioritise communications in order to help users and stakeholders as they go through their emotional reactions and arrive attheir"newnormal." StakeholderManagement AlthoughallHRMSusersarestakeholdersinyourproject,notallstakeholdersareusers.Anyone withaninterestinand/orinfluence overyourHRMSimplementationisconsidereda stakeholder.Whileemployees areimportant,yourstakeholdersalsoincludesenior management and the C-suite, who may never use the system personally but envision to see andcapitaliseonthebenefits. Then there are the specialised jobs that will interact with and utilise the HRMS in their own uniqueways(forexample,HR,payroll,andfinancepersonnel).Youmightevenarguethatmajor clients and suppliers should be impacted in some way or have the ability to influence the outcomeofthedeploymentprocess. Distinctstakeholdergroupswillhavedistinctimplementationrequirements.Contingentonthe stakeholder,themanneryoumanagetheprojectandinteractwiththemtoguaranteethatthey are 'along for the ride' will change. Your communications plan will be a collection of distinct mini-strategies.Stakeholderparticipationshouldhavebeenakeycomponentinoverseeingthe pickofyourselectedHRMSandshouldbecontinuedsmoothlyduringdeployment. TestingandSetup

3. ThelevelofsetuprequiredisdeterminedbythecomplexityofyourHRautomation requirements. Perhaps your chosen HRMS softwareis exactly what you're looking for, right out of the box - plug and play. However, your HRMS implementation project may also include an assessment of your HRprocedures and some subsequent modification of the system's processes. Youmayneedtomodifythephasesoftheprocesstomeettheneedsofyourworkforce,make modifications to input fields, or simply add your firm name and logo for internal branding purposes.Inanycase,somesettingandmodificationmayberequired. Remember that users are demanding creatures that are extremely dismissive of faults and system problems. Don't be persuaded to hurry the configuration and testing. If no issues are found,there'sasignificantpossibilityyou'renottestingwellenough! HRMSDataPrecision Putting aside the system for a time, there is also the matter of the data you will be using with thesystem.Yourpresentpersonnelrecordswillbeyourmainsourceofdataforpopulatingthe new HRMS.Thesecould be stored on your old HRMS,asimple database, an Excel-style spreadsheet,oreveninafilingcabinet.Alongwiththetaskofconvertingthatdataintoaformat thatthenewsystemwillrecogniseanduse,thereisalsotheissueofaccuracy. DataMigrationfromHRMS MovingyouremployeeandHRdatafromonesystemofrecordtoanotherisanexcellenttime to reach out to workers and request that they review and, if required, update their personal information.Thisisnotsimplyamatterofassigningtheworktopeoplemostsuitedtodoit,but itcanalsobeemployedaspartofyourstakeholderengagementstrategy,includingfutureusers inthecreationofthenewsystemyouintendthemtouse. Astudy by Deloitte showed that only 18% of organizations believe their HR systems are "fully integrated." DataValidation Whenthesystemhasbeendata-filledandisfullyoperational,itistimetotestit.Neglectingthis stageis askingfor acatastrophe;after all, forsoftwarethatwillhandleorinfluencepayrolland holds highly confidential data (name, address, social security numbers, banking details...), any errororproblemis unlikelytobeminiscule;especially forthepooremployeeonthereceiving end.

4. Everything must be tested, including basic functionality and navigation, interface with other software(ERP,CRM,independentbest-in-classHRmodules),andcriticalreportoutput. Concurrenttestingwiththeprevioussystemormannerofdoingthingsisespeciallycrucial.The bottom line for your users is that the new HRMS must be better than how things were done previouslyifyouwanttobeconfidentthatthenewsystemwillsurpasstheold. • DataSafety • Data accuracy and migration are critical, as is data security once properly transferred to the newHRMS.Whyissecuritysucha concern?In2020,theUnitedStateswasthevictimof46%of cyberattacks(morethantwiceanyothercountry),withtheaveragecostof adatabreachbeing • $4.24million. • ThefollowingaretheprimaryriskconsiderationsforHRMSsecurity: • Ransomware assaults (in which a cyber-attacker breaches a business's systems and shuts them down pending payment) are expected to increase during 2022, making ransomware prevention agrowing concern.Thepressure istwofold: not only are attackersattackingyoursystems,butyoumayfacelegalconsequencesifyoupay. • The Internet of Things(IoT)-the internet-based connection of physicaldevices, systems,andothermechanisms-introducessusceptibility,includingthephysical operationalsystemsmanagedbythe IoT. • Remoteandhybridworking-withtheCOVID-19epidemicontheincreaseandshowing no signs of abating, an increasing number of employees are accessing their employer's systems(includingHRMS)fromhome,withallthehazardsitentails. • Mobileaccess-acontinuousoff-premisesflowofdatabetweenusers'devicesandyour • HRMS(whetherinthecloudornot)isa potentialcyber-attackvector. • BYOD - When employees use their own devices to access the HRMS, the security risk associatedwithmobileaccessincreases. • Unhappy workers -non-technicalbut neverthelessasecurityconcern,the angry employeemayhave less incentivetoadheretoyoursystem'ssecurityrequirements. • PlentyofTrainingforUsers • Welldone,yournewsystemisexactlywhat yourcompanyrequires,andthetechnical installationwentoffwithout a hitch.However,yourHRMSimplementationcouldstillfail.Why? Becauseof insufficient user training. People like to employ systems with which they are acquainted and at ease. Creating that sense of ease and familiarity prior to the go-live date of yoursystemisdependentonsufficienttraining,andvarioususerswillhavedifferentdemands. • HRpersonnel-howtousenewinterfaces,inputs,andreportingcapabilities. • HowtoutilisethenewHRdashboardformanagers. • HowtoobtainandusestrategicdatafortheC-suiteandseniorexecutives.

5. Employees-howtogainaccesstoemployeeself-service. • Above all, resist the urge to 'sheep-dip' training, in which everyone receives the same package irrespectiveofroleorneed.Consideryourtrainingchannelswithvarieduserdemandsinmind. Differentpeoplerespondbesttodifferentmethodsofgatheringinformation. • AccordingtoastudybyAccenture,60%ofemployeesinIndiafeeltheydon'thavethenecessarydigital skills for the future of work. Moreover, a survey by Cornerstone OnDemand also found that 38% of HRprofessionalsbelievethelackoftrainingisakeybarriertoadoptingnewtechnologies. • Youmayneedtoexploreanumberoflearningapproaches,suchasin-persontrainingsessions, online e-learning, 'just-in-time' intranet lessons, or expert 'super users' who can teach their colleagues on an ad hoc, on-demand basis. The following should be included in your user training,regardlessofhowyoudoit: • Thenewmethodwasimplementedforbusinessreasons,includingpotentialadvantages toboththeorganisationandindividualpersonnel. • The on-screenuserexperience- displays, fields,basicsystemnavigation,andsoon. • ChangestoHRservices:WhatwillbedifferentinthewayusersapproachHRinthefuture? • Wheredopost-go-liveconcernsgoforcontinualsupport? • Remember that a software change, like any other system or process change, is a de-skilling event-usersusedtoknowhowtoscheduleaweek'svacation,butnowtheydon't.Youwantto returnuserskillsandacquaintancetoearlierlevels.HRMSsetupusertrainingshouldatthevery leastprovide userswith the information they require. Evenif reaching the condition of 'unconsciouscompetence'takessometime,theyshouldknowhowtofindoutwhattheyneed toknowfromthestart. • Compliance • This may be a long-term problem, but the foundations of its resolution are most effectively sown at the implementation stage. Essentially, you want your new HR solutionto help you comply with labour norms and legislation. One of the advantages of automated HR is that it promptsmanagersandstafftodocompliancemeasures,suchas capturingcrucialinformation andpreparingtimelyreportsforsubmissiontotheappropriategovernmentauthority. • Itiscriticalthatyoursystemadherestothelegalstandardsofyourjurisdiction.Naturally,ifyour company operates in more than one country or legislative region, this becomes amore challenging(andvital)issue. • Scalability • Scalabilityisconcernedwiththefuture.Yournew HRMSmaybefunctionalnow,butwhatabout tomorrow? Or in a span of five years? First, there's the matter of the business's vision of the future.Considerthefollowing:

6. Whatarethecurrentorganisationalstrategicpriorities? • Whatareyourlong-termgoalsforgrowth,diversification,consolidation,andacquisition? • HowcanyourHRMShelpyouaccomplishyourfuturestrategicgoals? • Thefutureisthendefinedbyworkersandsystemusers.AspartoftheHRMSselectionprocess, you conferred with them about their requirements and needs. However, not all user requests make it onto the list of requirements you send out to HRMS vendors, which can result in a bucketlist.Someofthosesuggestionsfornewfeaturesorenhancementsmaybeofsecondary importanceandwillbeexecutedatalaterperiod. • Asurvey by HR.com found that 38% of organisations reported difficulty in selecting the right HR technology vendor. According to another report by Bersin by Deloitte, 43% of organisations reported thatthey were "dissatisfied"withtheirHRtechnologyvendor. • In such scenario, the system must be capable of scaling up to a greater functionality, and you maybuildthegroundworkforittoday.Forexample,ifyouplantointegrateHRMSandpayroll softwareinayearortwoforsimplicity'ssake,youcankeepthatintegrationinmindduringthe initial configuration and setup (and data cleansing), making the entire process of broadening functionalitysimplerandmoreseamlesslateron. • As with any IT project, implementing a new HRMS raises a number of concerns. The following HRMS installation problems are possible roadblocks regardless of the size of your firm or the extent to which you intend to automate your human resources activities. Disregard them at yourownrisk. MoredetailsvisitusmainsourceURL:-The11MostTypicalHRMS SoftwareImplementationIssues