How to Ensure a Smooth Switch to an HCM Vendor
Wednesday December 13th, 2023
Estimated time to read: 1 minute, 30 seconds
In today's dynamic business landscape, HR professionals grapple with challenges such as adapting to remote work, retaining top talent and enhancing the employee experience. To confront these issues effectively, HR managers need to meticulously evaluate HR vendors and identify technology solutions that align with their organization's requirements.
The Need for Capable, Modern HCM Software
According to isolved’s third-annual HR Leaders report, 42 percent of HR decision makers say they spend between 4-10 hours a day answering repetitive questions from employees. This burden of employee requests and administrative tasks often limits HR's ability to focus on strategic work. A strategic HCM partner with cutting-edge technology and services can transform HR from a reactive, administratively burdened role to a proactive and strategic one.
Implementing a modern HR software solution automates routine tasks, freeing HR professionals from manual processes. Modern HCM technology, often cloud-based and highly automated, serves as an end-to-end suite for various HCM aspects, providing a single source of truth for workforce-related data.
This shift to modern HCM software allows HR to concentrate on improving the employee experience, shaping the workforce, and gaining valuable insights through advanced analytics and artificial intelligence. The cumulative effect is a transition from day-to-day management to strategic activities that attract and retain top talent, ultimately contributing to higher engagement and productivity.
How to Go About Selecting the Right Vendor
Three main factors contribute to selecting the best-fit HCM vendor:
1. Identify and Involve Key Stakeholders
For a successful partnership, HR departments should promote organization-wide buy-in for the switch. This involves identifying and involving affected stakeholders early in the decision-making process. Collaboration with different departments, including HR, payroll, operations, IT and finance, ensures diverse perspectives are considered, justifying the budget and aligning the new HR system with strategic objectives
2. Map Out Challenges
Understanding the organization's current state in terms of HCM maturity is crucial. Whether in a basic, integrated, automated, developed or engaged state, HR's challenges differ, influencing the requirements for a new HCM system.
3. Research and Evaluate Vendors
Once challenges are identified and key stakeholders are involved, HR can research and evaluate HCM vendors. Customer review sites, industry analyst reports and case studies provide valuable insights. The top three vendors can then be invited to pitch the organization, including a demo. While evaluating solutions, it's essential to focus on the system's ability to address mapped-out challenges and ensure the vendor offers robust support services.
While the task may seem daunting, choosing an HCM vendor can be seamless if you follow these steps. This process will not only ensure a smooth switch, but a top choice in vendor.
For more information, watch our on-demand webinar, HCM Buyer’s Guide: How to Vet an HCM Vendor.
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