Shopping for a new HR and Payroll system for your entire organization is quite an undertaking. It likely involves numerous decision makers weighing in at your organization, each with their own priorities and needs. Then there’s the work involved in seeking out different software providers, vetting out the options, and making sense of a wealth of information. And of course, budget requirements provide yet another set of parameters around all of your other considerations. If you’re feeling a little overwhelmed by the thought of this, here are some primary questions to ask yourself and your team to keep things on track throughout your decision-making process.
Does it address your current pain points?
If you’re looking around at HR and Payroll software options, it’s likely because your current system isn’t cutting it anymore. Identifying your specific pain points is a great place to start. As you begin evaluating different software options, keeping your list of pain points handy can keep you focused on whether the platform will address your needs rather than getting distracted by all the bells and whistles.
Is it designed in a way that accommodates your organizational structure?
Implementing a new HR and Payroll system is a drastic change on its own, affecting every employee at your organization. The last thing you’ll want to do is have to further adjust your operations just to accommodate your new system. Instead, you should think about how the HR and Payroll software might be customized to suit your unique operational needs. The idea of investing in new software is to help your organization function, not fundamentally change what’s already working well for you.
Who are the people behind the platform?
While your focus will likely be on the HR and Payroll product itself, and all of the features and functionality it can provide, remember to consider the service in addition to the software. Some key points include the implementation process and ongoing support services. Implementation will ultimately determine your long-term success with the software and should be a well-structured and carefully planned process in which you work hand-in-hand with the provider. Having an attentive and knowledgeable customer enablement team is also important for ongoing support, especially as the software continues to be updated and improved and new employees at your organization need to be introduced to the system.
Beyond having a support team that’s knowledgeable about the platform itself and ready to assist you every step of the way, it’s important to choose a team with experience in your industry. The way your organization runs as a Health and Human Services organization is very different from Fortune 500s, online retailers, multinational corporations, and the likes. Not only should your HR and Payroll platform be able to accommodate your unique operational structure, but your support team should have a deep knowledge of your specific workforce needs so that they’re able to speak your language and offer up relevant and targeted solutions that meet your needs.
Use Our Buyer’s Guide to Help You Through the Process
Of course, there are plenty of additional steps in the buying process, and these are simply some of the initial considerations to take into account as you get started. You can download our comprehensive buyer’s guide here to provide you with a step-by-step overview of what to expect as you start the journey towards better HR and Payroll software for your organization.