| After you have determined your needs for a human | | | | staff to see what you need from the Human |
| resource software program and after you have | | | | Resource product, not what the sales person wants |
| determined which HR software products will meet | | | | to show you. |
| your needs, the next step is to set up demos and | | | | How to standardize the process and make the right |
| evaluate the numerous HRIS systems. If you have not | | | | HR software selection |
| yet determined your needs or selected the HRIS | | | | After looking at a few HRIS products, they start to blur |
| products you will review, be sure to utilize our survey | | | | together; you can't remember which product did what. I |
| tool. It will list the features and options of the leading | | | | recommend taking the following steps to standardize |
| HR systems on the market. Upon completion of the | | | | the process and make sure you evaluate each HR |
| survey, you will be presented with a list of HRIS | | | | system on an equal basis: Write down a number of |
| applications with a percent match to your needs and | | | | processes and ask the person, or people, providing the |
| it's all free! From there, simply select the products for | | | | demo to show the process and then provide a score. |
| which you wish to see a free trial. The point of this | | | | |
| article is what's next. | | | | - Hire a new Employee |
| The typical HR Software demo | | | | Terminate an Employee |
| With the typical HRIS demo, a sales person and | | | | Import a data file |
| perhaps a technician will perform a demo either online | | | | Run a turnover report |
| or in your office. They may show a Power point | | | | Run a birthday list |
| presentation; they might not. A consultative sales | | | | Show how salary and job history are recorded |
| consultant is going to ask you a great deal of | | | | Setup a medical benefit plan Create a custom report |
| questions about your HR software needs and tailor | | | | of your choice |
| the HRIS demo to those needs. When showing the | | | | |
| HR software, they will focus on the features that set | | | | On the medical plans and custom reports, the sales |
| their product apart. They will gloss over areas where | | | | person may or may not be able to perform the task. |
| their product is not as strong as others. Unless you ask | | | | They are, after all, not implementation experts. If that's |
| the right questions and take control of the demo, you | | | | the case, make sure to have a support person or an |
| may or may not get a true picture of the HR | | | | implementation expert provide a presentation on those |
| software's capability. | | | | processes. As the person shows these processes, |
| You need to take control of the HR software demo | | | | make sure and score how easy or how hard the |
| In order to receive a true picture of the HRIS | | | | process seems to be. At the end of five demos, you |
| application, you need to take control of the demo. I am | | | | will have a clear understanding as to which HR |
| not saying you need to be rude. Make sure to ask a | | | | software products meet your needs and which are |
| lot of questions and make sure to have your IT person | | | | going to require the least amount of training and time |
| in the demo to make sure all technical concerns are | | | | to maintain. |
| addressed. The important thing is for you and your | | | | |