HR is the backbone of any business – they play a vital role in recruiting, managing, and retaining talent, which can significantly impact a company’s performance. With the advent of advanced HR software solutions, the HR software selection process has become more complex and data-driven.
In this blog post, we will explore why it is so vital to involve stakeholders in the decision-making process when selecting HR software.
Which stakeholders are impacted by software changes?
As HR is ingrained into every aspect of business management, all departments of your organisation will be impacted. However, some are more impacted than others:
- Finance: Your HR and finance departments are intrinsically linked. Aspects like payroll management involve cooperation between these two teams. Without software that makes these interdepartmental links simple, your business’ efficiency will suffer.
- Marketing: Both marketing and HR are vital in the creation of the business’ brand image. Software that understands the importance of an unbroken line of communication between these departments promotes business growth and success.
Alignment with business goals
One of the primary reasons to involve stakeholders is to ensure that the chosen HR software aligns with the company’s strategic objectives. By including executives, department heads, and key employees in the selection process, you gain valuable insights into the specific needs and goals of different departments. This alignment ensures that the HR software will support the company’s overall mission and vision.
A user-centric approach
HR software is ultimately a tool that employees across the organisation will use. When selecting software for your business, it’s important to centre those who will be working with it daily when making decisions. Consulting key employees in the HR department – as well as those that work heavily with HR – should be one of the first steps in the decision-making process.
Considering user experience and efficiency are vital, they can impact user adoption rates, reduce resistance to change, and increase the software’s overall effectiveness. A user-centric approach means the system works for your employees, not the other way around.
Comprehensive needs assessments
Your stakeholders operate in all areas internally and externally to your business. Therefore, they will see the needs and improvement points of your HR department from a variety of perspectives. These perspectives can help you identify pain points, inefficiencies, and unique requirements that might not be apparent through a purely internal evaluation. Having these nuanced insights is invaluable in selecting a software solution that truly meets the organisation’s holistic needs.
Ownership
When stakeholders are involved in the selection process, they feel a sense of ownership over the decision. This leads to greater buy-in and commitment to making the implementation successful. Employees are more likely to embrace and champion the new HR software if they are part of the selection process. Because HR is so vital to every aspect of the day-to-day running of your business, streamlining and making the implementation process as smooth as possible is vital.
Cost-effectiveness and risk mitigation
Because of the variety of perspectives stakeholders can bring – as well as the range of expertise they hold – involving them in the selection process can highlight unforeseen risks and problems. These problems can range from legal issues to costly redesigns and extensive customisations during the implementation process. Understanding these risks and planning to manage them if they arise can save you from costly issues further down the line.
Continuous improvement
Implementing new software doesn’t stop once every piece is in place. Continuous health checks and adaptations are just as much a part of the process as the implementation.
By involving stakeholders in the selection process, you establish a culture of continuous improvement, where feedback and adjustments are welcomed and integrated into the software’s development.
Involving stakeholders in the HR software selection process is not merely a best practice; it is a strategic imperative with far-reaching benefits. Such an approach ensures that the selected software not only meets functional requirements but also harmonises with the organisation’s overarching goals and values.
