Laurent and Benon

Senior Consultant

Information is the lifeblood for organization and Human resource information technology is essential for companies to manage their employee information and benefits plans. But how do hr and other executives know they are selecting the best HR information technology to manage all of the details, and that the solution they select will stand the test of time?

Following are the key questions to ask and answer in the process of selecting Human Resources Information technology.

· We have to decide the degree of flexibility and scalability that the HR information technology software provides? HR professionals should determine if the software can import data from multiple excel spreadsheets, databases and paper documents also the level with which it can interface with all kinds of systems and data.\

· Will the software be able to accommodate HR’s company and benefits carriers’ rules?. The software should accommodate any eligibility rules that the company and carriers have.

· Will the software be able to scale and grow with the organization? HR should assess the technology’s ability to grow as the company brings on new employees, offices, benefits changes, and rules.

· Is hr information technology software able to integrate with others systems? Hr can obtain greater efficiencies when data and other employee information entered into one system can be shared with another system.

· What security measures are built into the HR information technology? If the software is available online, through an ASP or SaaS model, the provider should offer daily backups, backup servers, and added protective layers.

· What types of maintenance and upkeep are required? When software is installed on a company’s on-site workstations or servers, regular updates to that technology are often required and may be cumbersome to plan for and manage.

• If training is involved, is there a charge? Costs of training should also be assessed - including time away and travel expenses for off-site travel. HR needs to become aware of all hard and soft costs involved in the HR information technology adoption.

By Priti Shah