HRIS checklist: how to choose the best HRIS for your business

An HRIS checklist is a helpful tool for small to medium-sized businesses (SMBs) who are ready to set up an HRIS (human resources information system) for their business. While there is no shortage of HRIS solutions on the market, it’s important to know exactly what your business needs before you start your search. That way you can hone in on necessary features and keep costs in check. Here is the four-part HRIS checklist to help you choose the best HRIS for your business:

1. Define your business case

Why does your business need an HRIS? This is the question you will be asked multiple times as you bring this initiative forward, so make sure you have a solid answer accessible on your HRIS checklist. An effective business case includes anticipated efficiencies that will result from the implementation of the software, the positive impact on bottom line, the duration of the set-up time required before the software is operational and any necessary training.

2. Identify key features as part of your HRIS checklist

Create a list of features specific to your business. For example, if your business needs to improve its performance management or recruitment process, note it on this list. A well-organized key features list helps you quickly weed out software vendors that don’t offer what you need.

3. Involve stakeholders early

Anyone who will be using the HRIS – members of the HR team, managers, and employees – should be consulted early. This step will facilitate adoption, provide a sanity check for your HRIS checklist key features list, and ensure that you don’t end up with a software that no one uses or likes.

4. Question the implementation process and support terms

What is the vendor offering in terms of implementation and support for the HR system you’re evaluating? Come prepared with questions that address your implementation within a specific timeframe and budget:

  • Who are the dedicated implementation specialists? Their certifications and availabilities.
  • What are the process reviews and change management tactics? Are they included or at extra cost?
  • When is the timeline? Along with availability of resources and flexibility upon change requests.
  • How is training scheduled? The outlines and timelines.
  • How much? Ensure there are no hidden costs.

Is the support included in the pricing and is the continued support at the same level as it was during implementation? The most common complaints about support are those of neglect following implementation. Make sure the full terms of continued support are included in any proposal or contract.

Take the time to fill out this HRIS checklist before you begin looking at solutions. Various HRIS solutions exist on the market, but only you will know what is best for your team. This HRIS list will greatly assist you in narrowing your focus and keeping your firm’s needs in mind as you search.

Looking for more information on HRIS? Reach out to us at info@hrwize.com or visit hrwize.com.

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