Implementing human resource information system (HRIS) software in the business is not overnight. It takes various steps to guarantee successful implementation. There is a process for HRIS software implementation. For GreatDay HR, the following are done to ensure the integration of the HRIS software to the human resource (HR) department’s processes, and later on to the company’s overall operations.
GreatDay HR’s HRIS implementation journey
The HRIS software provider GreatDay HR is hands-on in dealing with clients. The provider supports the business from the moment the deal is secured to after-implementation concerns or queries.
“GreatDay is hands-on when it comes to the Implementation Process,” Sri Coles, CEO of SunFish DataOn Philippines, Inc. shares. “We are continuously improving our processes from time to time. We are also utilizing technology (GD Meet, etc.) to have a unique, easy, and memorable Implementation Journey for our clients.”
- Securing the deal
GreatDay HR works with a potential client in providing the best deal that addresses the company’s HRIS requirements. The client should prepare a business requirement document (BRD) to help them and the provider in finalizing the best deal that addresses the company’s needs.
Using HRIS software is a commitment and long-term investment. The company must get its money’s worth and return on investment from the platform. Fortunately, GreatDay HR also provides a free trial for interested clients so that they experience the platform before committing to it.
- Implementation
Once the deal has been signed, GreatDay HR immediately provides training to the platform administrators first then the whole HR department. A kick-off meeting with the HR team is conducted so that they are aware of the new software that will be added to their daily processes. Once the department has been introduced to the software, the platform will be configured according to the company’s payroll requirements and needs. Employee data then gets migrated from its paper documentation or from a previous employee database system.
The GreatDay team also incorporates other means to engage with the clients. “We are also utilizing technology (GD Meet, etc.) to have a unique, easy, and memorable Implementation Journey for our clients,” Ms. Coles mentions.
Once the data and payroll requirements have been finalized, training will begin. The platform’s administrators will be the first to receive training. Once training ends, the administrators will then introduce the HRIS software to the workforce. The employees get to test the platform and suggest improvements before its official launch. The platform will go live once the features and processes have been finalized.
- After-implementation support
GreatDay HR will continue to provide support to the company through its email and phone support hotline. The platform’s support team is active and ready to address client concerns. An online chat group is also created per client for faster answers to concerns.
The platform also automatically updates, so that the company no longer has to call its tech team or GreatDay HR for any platform updates.
Ms. Coles also shares how GreatDay works with the clients toward improving their experience with the platform.
“Company processes and policies are carried out differently in implementation. Therefore, it is better to be flexible in the implementation strategy. The glaring factor would be the actual configuration versus what is in the Assessment Notes (AN). In some cases, the details in AN are incomplete and do not match the configuration. Analysis of implementation activities and processes is necessary to make the implementation easier for both implementers and clients. By looking at the bottlenecks in the Implementation Process, the areas for improvement with the implementation can be identified.”
Questions to evaluate HRIS software implementation
It is easier to evaluate the software’s successful integration when companies know what to expect from the HRIS software implementation process. But how will the company know if it has successfully implemented the HRIS software? Here are questions to consider on whether the HRIS software has been integrated successfully or not:
- Has the company designated a team to oversee its implementation?
The team designated to oversee the HRIS software implementation will serve as the liaison between the company and GreatDay HR. They will be the first to receive training on the platform so they can train the workforce on it. It also makes it easier for GreatDay HR to communicate with a set group to avoid confusion brought on by multiple teams handling a project.
This question reminds the workforce to choose team members comfortable with software development and people skills.
- Has it fulfilled the company’s set goals?
Remember that the company provided a business requirement document? That document comes in handy when evaluating whether the HRIS software has addressed the business requirements. A successful HRIS implementation entails fulfilling business needs.
- Has it optimized the company’s workflow?
Workflow optimization is GreatDay HR’s key objective. This question evaluates the platform’s capacity to address the company’s HRIS requirements.
The results from the HRIS implementation are gauged based on the key performance indicators that the HR department has on employee data migration, accountability, and engagement. The department can compare data before and after HRIS implementation to measure the effectiveness of the HRIS software with the company’s work efficiency.
- Has the workforce received the proper training on the platform?
Training is essential for the workforce to understand the myriad of features that the GreatDay platform has. It also enables them to explore further the platform with real-time support from GreatDay’s support team.
Surveys will measure the effectiveness of the training that GreatDay will provide. This will also give the workforce’s pulse on this change in their daily processes.
- Is there a report analysis of the implementation?
This is a crucial question that should be asked post-HRIS implementation. This process can contain the evaluation of the overall implementation process and employee feedback on the software. This will enable GreatDay HR to improve and tailor-fit the platform to the company’s needs better.
The HRIS implementation journey ensures the cohesiveness of the overall process of introducing HRIS software to the company. Asking the questions above keeps both the company and the provider in check on whether the business needs are addressed. And with GreatDay HR, language barriers are one less thing to worry about. GreatDay HR is created with Filipino businesses in mind; customizing to the Philippine market is one less thing to worry about. The business can now focus on ensuring business continuity and thriving with a Filipino-first platform like GreatDay HR.
ADVT.
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