May be or may be not!
The mere thought of implementing a new benefits administration, HRMS or payroll software can be nerve-racking if your past experiences were not smooth. Thus, before commencing a successful software implementation, there are a plenty of factors to be considered. After all you are implementing the new system to minimize the problems and not to escalate them in any sense.
Ask your software provider these questions about implementation:
Q 1. Will there be a dedicated implementation team?
Q 2. How long will the process take?
Q 3. Will the designated implementation team help in setting requirements?
Q 4. How can the status of implementation be checked?
Q 5. Will there be a demo run before going live?
Once you have answers to these questions, you should be able to feel much more comfortable with the transition you are making.
Next comes the training part.
Software like benefits administration, payroll and HRMS require ample amount of training and knowledge before they are put to use, because of their complexities and the associated laws. Thus, enquire how and when the end-users will get trained on the new HR system? How many and which level of users will be trained? What aspects will be covered in the training? With these queries answered well in advance, you can prepare an adequate end-user training plan. If your end-users eventually fail to grasp the newly introduced HR software then you are sure to face multiple problems which, with proper care, could have been avoided.
As inadequate training often hurts an otherwise successful implementation, thus keep the following in mind:
- Designate a sufficient amount of time for training.- Acquire a comprehensive understanding of the entire process before developing the training material.
- Training should integrate both system processes and the used technology.
- It should be more than just the new system screenshots.
- Training must be developed with the mind set of end-users.
- Educate users how flexible and customizable the system is and how it can deal with new updates in the Reform
The new software might have a completely new interface with a plenty of new options and functions, and is sure to create anxiety and discomfort in the employees. Such discomfort might result in denying the full usage of the software. Also, as the system will be having a Employee self-service portal, make sure the employees are given complete demo on using the system for different uses, i.e. plan selection, etc. for enrollments, viewing payroll details and using HR system for applying leaves, etc.
Thus, it is extremely crucial to put extra efforts in the implementation and training phase to make your employees familiar and friendly with the new system before it goes live.
Once you have gone live with the new system and everybody starts using it, now is the time to decide who will handle query calls from end users? Does a 24/7 support required? And if yes, then who will be giving this support – the project team or some other department?
Get ready to answer these questions, NEXT!!
