The size of the business has become irreverent when it comes to the technology embracing, to remain in the game every company today needs a HR Platform to manage the digital workplace. This means moving away from the systems that don’t communicate seamlessly with each other and are with limited reporting capabilities, integration, foresight and are future ready. To put a number on it, a 2015 report from the Standish Group found that more than 70% of IT project implementations ended in failure. In HRMS implementation, the chances of failures are more than success. Choosing the best HR technology platform for the business is a complex endeavour. Without a comprehensive thought through process on what to improve and a visibility of ever-changing business dynamics the risk of purchasing a platform or solution that ultimately won’t solve the HR challenges. That’s time and money we will never get back.

To choose right platforms and lead successful implementations. A single, integrated HR system can eliminate the need for costly IT interventions and streamline HR operations. It can also provide more detailed, useful data you can use for strategic planning and day-to-day to management and free HR personnel for other work.

Every organisation is special and uniquely positioned. How things are done depends a lot on the organisation culture and context. The Business environment is dynamic hence HR needs to continually evolve with the context  One of the most important criteria for selecting the right product is whether the Product/ Platform has capability to provide solutions to your specific and unique requirements. The organisation cannot be forced to adopt pre-packaged solutions.

 I have been advising companies to select the right HRMS platform based on their need for analysis to ensure the selection of the right product and successful implementations. Particularly my Background of working with complex global HRMS platforms, leading the multiple implementation and opportunity to do in-depth comparative analysis of over 100 HRMS platforms has been a great help for me.

The biggest question the organization should ask is What are my biggest HR frustrations?

 Most of the pre-packaged large complex products lack this feature and the companies acquire fancy HRMS software and later the find that the employees are not keen to use the system. The product configuration capabilities are presented before HRMS product selection teams as product customisation. The Product configuration is all about checking the applicable boxes and it cannot address your unique and specific requirement which does not exist within the prepacked program.

 Whereas customisation capability is when a specific and unique program can be written to address the unique situation to your requirement

 The majority of HRMS software implementations failed because of their inability to address your unique needs. Therefore, whenever you are evaluating a HRMS platform have clarity on customisation vs configuration.

 Establish your must-haves and nice-to-haves, and know the difference between the two. It’s easy to get so excited about those really cool “bonus features” that you lose sight of your priorities.

 Stay safe (These are Covid Times) and don’t get caught up in  bells and whistles