4 HRIS Implementation Mistakes that can Cost you a Fortune
Technical efficacies in the human resource periphery have opened up multiple doorways to outdo pre and post hiring challenges. To be precise, new recruitment management software can pull down organisational burdens, maximise morale, improve retention rates, drive productivity and increase overall competences in an organisation. Now, many companies are aggressively looking for such systems to simplify their HR challenges. There is an immense growth in the main Human Resource Information Systems (HRIS) areas of planning applications, talent management and social media.
Despite these facts, organisations can still bump into numerous HR challenges associated with their recruitment management software. Subsequent paragraphs would highlight the top 4 mistakes companies come upon with their HR software implementation and tips to avoid the errors:
I. Managing Change
Organisations are going through a high-profile change in their HR software applications. But, unfortunately, leading transformation can be an area of significant deficiency for many organisations. Lack of “change management” skills is a barrier to initiating change and its success. Most of the failures are inclined to originate from failing to recognise:
b) the reason;
c) the impact, and
d) the essential actions required if change does not support.
Tip 1: Multiple options are available to assess the organisational impact. Both employees and supervisors can take advantage to find the difference between failure and success of a project.
Tip 2: Clear and frequent communication is the key to preparing for fewer misunderstandings. Various communication techniques and channels ensure that everyone is aware of the ‘change’ and everyone understands different possibilities. Also, everyone can deal with changes proactively when supervisors communicate the message at a significant level.
Tip 3: Pre and post training is crucial to let everyone know about how to deal with new recruitment management software implementation in the organisation.
II. Maintaining Data Quality
If organisations have quality information, they can take quality decision. The information must be useful, reliable and timely delivered. Often, many useless data come to the system and remained to be crosschecked for quality assurance. It usually happens with the HR data. Poor data quality leads to poor business performance.
Companies must understand that data quality is synonymous with information quality. Validating data can be the most challenging business activity for any organization. Data needs to be crosschecked, validated and updated in the system. If the data is not reliable, it critically affects the business intelligence. It is considered as one of the biggest major mistakes for HRIS or recruitment management software because low-quality data leads to deluded corporate decisions.
Tip 1: Organizations must establish policies for HRIS software data entry for each of the employees and third-party vendors. Beware of false or forged data entry by users that might be one of the prime sources of corrupt data.
Tip 2: Give details when and how data is validated. It is advised to crosscheck and ensure whether contracted vendors will be used to verify the data. If yes, make sure data is checked after each entry comes into the system. Also, confirm how corrections are made.
III. Administrating Data Security
Data security issues have become more prevalent in today’s IT based HRIS system. Today, every organisation operates through its IT setups. Recruitement management software that is administered through the web is more open to the risks from third party interactions. Though implementing any SaaS-based HR system is advantageous, on the other hand, data security on a cloud-based system is crucial. How to tackle the data leakage, data manipulation and data theft are some of the concerns which organisations must include on their priority list.
Tip 1: Organisations with cloud-based HR software make sure whether the service is secure. Ask about information security management systems (ISMS) and safety governance. Ask the service provider about the audit and report of data.
Tip 2: User training and education helps dealing with data corruption and maintaining data security.
Tip 3: Strong security practice, antivirus, internal monitoring and password protection are some of the aspects of a healthy data environment.
IV. Understanding Legalities
Failing to understand the legal complications associated with the data, HR information system and process are significant challenges for any company and its recruitment management software. When it comes to HRIS applications, internal guidelines, dependent workforce concerns, local labour acts and corporate employment guidelines and agreement issues are some of the areas of liability for organisations. Even a small data input makes the HR function accountable to ensure that local regulations are followed. Legality grows heavily when organisations deal with other countries. Different countries have a different set of data privacy rules. There are many companies which are unaware of liabilities associated with their HRIS.
Tip 1: Consulting with legal specialists about the local laws for HRIS data uses, operations and distribution are crucial. Even before approaching any potential recruitment management software or HR software, do consult with legal experts. Make a list of specific needs before proceeding with any discussion.
Tip 2: Understand the importance of following particular legal paths. Legal regulations are ever-changing aspect; it might not always be possible to know the every bit of the law. But, by following the basics, one can improve the possibility to adhere to the law.
Companies are increasingly investing in their HR technology infrastructure. But, many companies slowly realise the fact that implementing HRIS into their business would impact the great asset to the organisation – employees. Looking for any HRIS or recruitment management software investment and implementation to the firm must include the priority to understand how to deal with it efficiently and the compatibility with the employees. Otherwise, organisations have to experience a failed Human Resource Information System!
