Human resources are an essential component of any business, and choosing the right HRMS (human resource management system) to aid with your workflow can be one of the most important decisions you’ll make as an HR manager. So how do you choose? What factors should you consider? This complete guide on how to choose the right HRMS system for your business will help you navigate these and other questions so that you’re able to find the system that best fits your needs and goals.
Define your business needs
Your business will have a wide range of needs and requirements, which is why it’s important to understand what they are before you start looking. Below are some common needs that many businesses have when choosing a system.
Budget: An HRMS system can be an expensive investment, but it’s worth considering your budget when you’re choosing one because different systems will cost more or less depending on what features and functions they offer.
-Size: You’ll also want to consider how many employees your company has when making this decision because larger companies will need more robust systems than smaller ones. This is especially true if you need functions such as payroll or employee benefits management in order to meet all of your company’s needs.
Research your options
There are a number of factors to consider when choosing the right Human Resource Management System (HRMS) for your business. This guide will walk you through what these factors are and how they relate to your business needs.
Factor #1 – What is your main goal with this system?
Your HRMS should help accomplish your organization’s goals and be compatible with your existing systems, including payroll and billing.
Factor #2 – How many people do you have on staff? An on-premise system may be more appropriate if you have more than 100 employees, but if you’re an independent contractor or a small business owner, a cloud-based solution may work better.
The integration of your new HRMS system with other technologies and software can have a huge impact on how effective your business is. It’s important that you pick a system that integrates smoothly with as many other programs as possible so there are no gaps in functionality. Here are some questions to ask when comparing systems to ensure they’ll work well with what you need:
- Does it integrate with my payroll provider?
- What types of reports does it offer and will these reports meet my needs?
- Will it integrate seamlessly with my accounting software and is there an option for ongoing data syncing between the two?
- Do I want a system that I can customize myself, or do I want one that has preset features?
Get demos and free trials
- You can demo systems, such as Kronos and People Fluent, to get a feel for their capabilities and see which one you’re most comfortable with.
- Some vendors offer free trials where you can start using the system before deciding if it’s right for your business.
- Compare pricing models (monthly subscription vs per user) before making a final decision on which HRMS is best for your company.
- Find out what integrations are available with other systems that your company uses so that you can make sure everything will work seamlessly together.
A lot of businesses make the mistake of choosing an HRMS system that doesn’t have all the features they need. This can be costly and inefficient in many ways, so it’s important to research your options carefully. When looking at systems, you should consider:
- Does it offer everything I need?
- What are my future needs?
- How much training am I able to receive?
- Who is going to use this system on a day-to-day basis?
- What do existing customers think about this company and their product/services?
- Is this company reliable and trustworthy?
- What is included in the price or what will cost me extra (ie. annual fees)?
Implement and train
In order to ensure that your new HRMS system is a success, it’s important to take time to implement and train employees on their new system. The sooner you can get everyone in your organization using the new software, the more smoothly things will run. Keep in mind that implementing a new HRM system may be challenging for some employees who are currently used to an old way of doing things. It’s important not only to train these employees but also provide them with enough support during this transition period.