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FOUR KEY STAGES YOU MUST GET RIGHT FOR A SUCCESSFUL HRIS IMPLEMENTATION


As we know implementations of HR systems can be a logistical nightmare! From change management to stakeholder engagement and budgets. During my years in the IT field I have come to realise there are 4 main stages that are overlooked during a HR system implementation.


The four stages are:


  1. Data Migration

  2. System Testing

  3. User Training

  4. Change Management

Data Migration


Most organisations tend to underestimate the time and effort it takes to extract/migrate data from one system to another. It's best to always over estimate time spent per project on data migration.


Be sure to consider current format of your current system and how you would like this data to look in the new system. Data migration often involves a high level of data manipulation so an Excel wiz is essential!


System Testing


Many organisations do not factor in the time it takes to test your new HRIS system. It is key that enough time is allocated for rigorous testing. If done properly this will significantly reduce common go live issues such as role based permissions/security errors, during the testing phase staff members will most likely notice any access issues.


You want to ensure that the systems user interface is as user friendly as possible. Sometimes to reduce the time of a projects organisations tend to only allow internal teams such as HR to test the system. This is a vital error and teams should allow managers and the wider organisation to test the product. If this is done it will allow for better user experience. After all the HRIS system will be used by the workforce.


User Training


User training is a vital part of the post go live process, and sometimes overlooked commonly due to the lack of project resources. In order to maximise usage and minimise user complaints training is very important. Setting out clear guidelines and holding training sessions is key!


Change Management


Change management is a very important stage to pay attention to. Often, implementing an HRIS system such as SuccessFactors can cause staff to feel anxious and uncertain. Some staff members may feel as though they may find it difficult to navigate a new system, whilst others may not like the idea of using new technology. Change management is about ensuring that all staff are comfortable with the new HRIS rollout and they receive changes positively.


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