| Most Human Resource Information System (HRIS) | | | | annual support? I would also ask what happens if you |
| industry articles are going to tell you that the first step | | | | uncover an actual bug in the system. What are the |
| in selecting a Human Resource Software (HRS) is to | | | | steps to resolving such a software problem? The |
| determine your needs, which is often easier said than | | | | sales person may tell you the system is bug-free, but |
| done. Until you have an understanding of what the | | | | don't believe it; make sure they have a system through |
| various Human Resource (HR) products are capable | | | | which you can report problems. |
| of, it can be difficult to know exactly what you require. | | | | Making Sure the Person Responsible for Your HRIS |
| Even if you do, your needs are probably going to | | | | Implementation is Qualified |
| change as you see "nice haves" in the products you | | | | In our archive you will find an article called "Who Will |
| review. | | | | Perform Your HRIS Implementation is as Important as |
| Tips for Comparing Apples to Apples | | | | the Software You Select". It's full of tips on selecting |
| Now it's time to schedule the free demonstration and | | | | the best team to implement your HRIS solution. In brief, |
| take the next step in your HRIS selection process. No | | | | make sure the person who will be performing your |
| two demos are going to be the same, so it's often | | | | implementation has the experience needed to |
| difficult to compare the various systems. This is where | | | | complete a clean install. Being certified is not the same |
| I suggest taking charge of the demo presentation; if | | | | thing as being experienced; I would make sure they |
| you want to compare apples to apples, you need to | | | | have had at least 10 implementations under their belt of |
| make sure you see the apples do the same thing (I call | | | | the same systems you are purchasing, and with |
| this "standardizing" the demo). Ask the presenter to run | | | | companies which are similar in size to your own. |
| you through a few standard processes during each. | | | | Why Number of Installs and Size of the HRIS |
| For example, a walk-through the steps to hiring a new | | | | Software Company are Important |
| employee, to terminating an employee, to running a | | | | We included the number of installs of our participating |
| turnover report, or to setting up a medical benefit plan. | | | | HRIS software vendors for a reason: It's important. As |
| Grade each product on how well or how poorly they | | | | I said before, no software application is going to be |
| handle each of these functions. If there are specific | | | | 100% free of bugs. But the more installs they have and |
| reports that you must have, make sure to request a | | | | the longer they have been in business provides a |
| demonstration of how those reports are created. | | | | greater opportunity to correct as many issues as |
| HRIS Support | | | | possible. And the size of an HR software company |
| Just as you standardized the sales demonstrations, | | | | can offer helpful insight as to the stability of the |
| you should also standardize how you view the support | | | | company. Generally speaking, the more employees a |
| for each company. Ask about hours, response times, | | | | company has and the longer they have had their |
| costs, product improvement updates, and government | | | | products on the market, the cleaner their applications |
| compliance updates. Are all updates included with the | | | | will be. |