Implementing a human capital management system (HCM) can be time consuming and difficult, but there are some key considerations up front to make it more likely to succeed. Here are some tips.
When implementing a new HRMS, there will be many steps both before and after selecting the right system for your organization. When deciding what software might work best, be sure to confirm that the proposed system can be configured in a way that allows you to continue following the company’s existing processes and policies.
When implementation begins, the company must have a way to convert the historical data into the new system. “Remember that you might want to form some kind of team to deal with the various activities associated with ERP, [and] payroll integration—so that you’re involving other people that are going to help you with the implementation.” Amy Letke advised in a recent BLR webinar. “Remember, when you’ve got a lot of people involved who are going to be impacted by your decision, you should get them involved quickly so that you can get their buy-in and be able to have more success when you’re ready to implement.”
Here is a checklist of data to gather to input or link to the new HRMS:
Oftentimes HR team members will find that the original data is not up to date when the new HRMS system is linked to existing systems and databases. This is a good time to get up to date employee data from the employees. The employees will have more faith in the new HRMS if the data is accurate