Selecting the appropriate HR technology for an organization’s needs is important, as technology is costly and varied. It’s helpful to assess technology needs in collaboration with a business analyst or IT individual at your organization. Be sure to consider the following:
- Will the system meet the organization’s needs?
- What is the cost of the system, and do the benefits outweigh the cost?
- What degree of flexibility is needed?
- Can data be imported into the system? If so, how? If data is going to be imported from multiple sources such as Excel or other formats, will the software be able to accommodate this?
- Will the software be able to accommodate operational procedures?
- Will the technology be able to grow and scale with the organization?
- Who will be responsible for implementing or building the solution?
- What level of training will be needed?
- If training and development on the system is involved, is there a charge?
- Who will own the data and maintain the system?
- What types of maintenance and upkeep are required for the system?
- What security measures are built into the system?
- Will the technology provide HR with the authority to decide who will be allowed access and to what degree?
- What types of reporting capabilities are available from the system?
- What level of customer service is provided?
In addition, make a list of “must haves” and “nice to haves.” Compare different vendors and technologies and how well they meet your needs. It is important to note that some HR technologies have overlapping functions and therefore one or two technologies may suffice instead of multiple technologies.
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