Selecting HR Software and Software Vendors

Consider factors like cost, features, customer service, vendor expertise, and adaptability when making your choice. Uncover your top priorities and let them guide you in your search for the HR software that’s just right for you.

Technology adoption typically goes through three phases:

1.  Automating manual processes — In this stage, we often uncover limitations previously accepted in manual processes as they cannot be resolved manually. Simply speeding up ineffective processes rarely brings value. 

2.  Embracing the technology’s capabilities — In this phase, we can be misled by flashy features or user interfaces, only to find that the software’s performance deteriorates with repeated use. Implementing technology for technology’s sake rarely leads to sustainable value.  

3.  Harnessing the technology’s power — With experience, we understand that technology is a collection of capabilities, and the challenge is to match it with specific needs. This leads to an application that improves processes, brings value, and ensures sustainable usage. 

It’s important to start by understanding the objectives of your HR processes and what outcomes you hope to achieve rather than starting with preconceived solutions or previous manual processes. To do this, take a step back and analyse your processes to determine the underlying needs. This will help ensure that you choose an HR software solution that addresses these needs rather than just automating an existing manual process. 

For example, instead of assuming that there will be goal cascading, mid-year appraisal, and annual ratings, focus on the actual needs of the organisation and employees, such as clear expectations for job performance and development, a sense of the priorities and progress, and continuous evidence collection.  

Before beginning the process of choosing technology, it’s important to understand what capabilities are available. Doing so will ensure that you make informed choices and take advantage of important features. 

For example, HR software can provide advanced analytics and insights into performance appraisals, including identifying potential biases or changes in rating standards and ensuring that performance ratings are reliable and accurate. By utilising this type of technology, HR departments can gain a deeper understanding of the performance of their employees and make more informed decisions about their development and career progression. 

Conduct thorough research to familiarise yourself with the current state of technology and its capabilities. Look at multiple sources, and don’t limit yourself to popular or well-known options. Consider asking questions in social media chat rooms and seeking advice from analysts, but be aware of any potential biases they may have based on their funding sources. 

Focus on the technology’s capabilities and the vendor’s ability to explain how it can meet your specific needs.

To do this, you will have to decide whether you are going to:

•  Define your process first and find software to support it.

•  Clearly outline your requirements, accepting a solution that aligns with them even if it dictates some elements.

•  Collaborate with a vendor to design an optimal process and find technology that fits it perfectly.

•  Decide on a full implementation or a phased approach based on your organisations’ level of readiness.

Remember, organisational readiness is crucial in this decision-making process. Avoid making the common mistake of being too eager to implement “shiny new technology” without proper change management, leading to implementation failure.

Consider the following factors when choosing software:

Consider the following when choosing a vendor: