How To Minimize The Cost Of Your HRIS Implementation

When you consider adding an HRIS to automate your company’s human resources functions, you anticipate saving money in operating costs. The system will take care of mundane functions quickly and accurately, so you can assign departmental personnel to more high-level functions.

As with all change, implementing a Human Resources Information System takes time. In a business environment where time is money, how can you minimize the cost of implementing your new human resources software you can more quickly see the savings and benefits?

Planning To Control HRIS Implementation Costs

While you might think of implementation as taking place after you sign on the dotted line with your human resources software provider, you can lay the groundwork for efficient implementation much earlier in the process.

1. Rely on your consultant. Companies can have tunnel vision about their current system or may not have the expertise to see how the new system will meet their needs and expectations. Your provider’s consultant should help you to select a system that is on-target and practical to implement.
2. Evaluate your current system. Examine and evaluate the systemyou have in place to handle employees from the pre-recruiting phase through termination. Make sure to identify the good tools, as well as the gaps and inefficiencies, to avoid spending money on a system that doesn’t quite meet all your needs.
3. Select the right system modules. Human resources software can be very extensive and expensive to buy and implement. By selecting software modules that match your goals, overcome weaknesses in your current system, and fit your budget, implementation will be simpler and by default less expensive.
4. Set and stick to an implementation schedule. To keep consultant costs in check and start realizing the savings, you need an implementation plan with firm dates. Make sure that you have the resources available to start and continue the implementation.  HR system implementations are a two way street.  You and your consultant/vendor have to have the resources available to meet your deadline.
5. Train the trainers and then the employees. Employees who have to use the system need training that should be clear and easy. Whether the trainers who instruct employees are part of the HRIS provider’s consulting team or employees themselves, they must know both the new system and the company culture in order to be able to offer direction to the workforce. If they misdirect employees, implementation may stall or even fail. Having to repeat training and win over employees adds to costs.
6. Hold everyone, including key staff, accountable for implementation. During HRIS implementation, HR employees still have their regular duties to complete in addition to helping implement the new system.  The result could be that they fall behind in doing their part to implement the new HRIS. If there is a consultant involved, the consultant may be idle while waiting for an employee to do their part. Management must set clear expectations and hold employees accountable to prevent implementation from falling behind and increasing costs.

Finding A Human Resource Solution That Works

When you are searching for a human resource solution for your company, you want to be able to implement it efficiently. To make that happen, you need the right human resources software and a combination of the right vendor, the right consultant, and the right internal team. While you are confident in your HR and IT teams’ abilities, they may not be equipped to smoothly implement your software without the help of professionals.

Davanti has consulted with hundreds of companies of all sizes to find human resources solutions that meet their goals. At Davanti, our goal is to help you effectively implement your new HRIS to minimize costs and get you up and running as quickly as possible.