20 things you should never short-change when buying/implementing HR Technology,HRIS,HRMS
Posted by Heather Lewko on Mon, May 24, 2010 @ 01:22 PM
Author - Steve Goldberg, HR Technology Industry Advisor
www.hrtechtruth.com1. The "what's in it for me" perspective of each class of user; e.g., employees, applicants, line managers, executives.
2. Considering the downside of "imposing across-the-board standardization" when it unduly compromises other key business objectives.
3. The change management effort in planning & executing the implementation.
4. The training effort in planning & executing the implementation.
5. The process & technology integration effort in planning & executing the implementation.
6. Subscribing to the "trust but verify" approach with respect to vendor / product claims.
7. IT buy-in and having their criteria for support understood and transparent.
8. End-user buy-in and having their criteria for support understood and transparent.
9. Exec buy-in and having their criteria for support understood and transparent.
10. Leveraging your company's brand / value as an end-customer in making
expectations known to your vendor partner; e.g., expectation to have some input to product direction or priorities if possible/practical.
11. Your organization's previous experience with new technology adoption and roll-out.
12. Critical linkages between the various pillars of the Talent Management value chain, including those that are "focus areas" more than processes; e.g., employee engagement.
13. Internally marketing the benefits of implementing the new HR/HCM system or module --- before, during and after the system is implemented.
14. The importance of "quick wins" to create support and momentum in the early stages.
15. The importance of end-users being in control of (and being accountable for) data quality.
16. Focusing on business drivers, how they might be changing over time, and how the HR/HCM system aligns with those drivers.
17. Lessons learned from similar companies with similar implementations
18. The contingency plan for transitioning away from each HR/HCM vendor you partner with.
19. Creating & maintaining a "risk and opportunity" log from
before Day 1; i.e., during the planning stage --- thru post-implementation.
20. Using a meaningful decision-support process and tool for prioritizing system enhancements needed -- or (if there's no other viable options) customizations pursued.
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