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Things to Know When Implementing Human Resources Software

Implementation is an important part of any new software change in an organization, especially when it comes to human resources. Here are some key things to know about the implementation process.

If your organization is looking to implement new human resources software such as payroll, recruiting, workforce management, or scheduling software, you know all about comparing pricing, features, and system requirements. However, the implementation of your software is just as important as the features it will provide. Here is what you should know about any human resource software implementation:

Overview of the Implementation Process

Here is a short list of what you can expect during implementation of your HR software:

  • A Project Plan
  • Installation
  • Configuration
  • Data Conversion
  • Training
  • Parallel Processing and Go Live

The Significance of Implementation

Training is one of the most important aspects of HR software implementation. Your system administrators, IT people, and any other users will have to learn how to use the system.

Implementation will also dictate how well the software will work for you. During this process, your HR software implementation specialist will find out how best to configure the software for your organization, depending on your business rules and processes.

Implementation also consists of data conversion. Good conversion of data is essential, as if you are transitioning from one system to another you will find that each brand of software will set its data up slightly differently. The load in of this data is extremely important because without it, there would be nothing inside the system to work with.

What You Should Expect from Your Vendor

First and foremost, you should expect a detailed project plan and timeline that outlines what it is expected from both parties and deadlines for getting items completed. You should also expect specific project deliverables within this project plan in order to ensure that your HR software implementation goes smoothly.

Guidance on best practices for roll-out or a go-live date should also be provided, and without a doubt you should expect professionalism and patience. Here are some questions you can ask your vendor to ensure a smooth process:

  • What are the realistic expectations of any timelines, roll-out, and go-live dates? What process will these follow?
  • Will the training be conducted in person or over the web?
  • How much training will you receive and who needs it?
  • Who will be available to help you?
  • How will data conversion be conducted?

Get The Most Out Of Implementation

In order to get the most out of your software your vendor will be working with you to implement it correctly, but there are a number of things you should do as well.

  • Before jumping in, think it though. What is it that you want to accomplish? Why did your organization choose this vendor over another? If you don’t have the answers to these questions, find them out.
  • Don’t settle for the default settings. Work with your implementation specialist to find the best approach for you.
  • Set aside a reasonable amount of time for training as well as for any homework that your vendor gives you.
  • On that note, do your homework! Any homework such as videos, tasks, or other activities to help you learn is likely given so that overall implementation can be completed on time.

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