Official Travel Approvals,Performance Appraisal

Manpower size in your organization is very critical. For a 50 people company, it is advisable to go for a SaaS HR & Payroll product. CEO of your small business would be happy if you get the HR systems, fast with in a week's time with zero investment in IT infrastructure with an affordable subscription charge. At the same time, if you are managing Human Resources in a 5000 people company, Enterprise HR Software to be installed in your premise would be the best choice.

2. Study about vendor, check their background

It is advisable not to become an impulsive buyer. Try to evaluate the software, interface, features and workflows with utmost care. Request the vendor to give full product demo and not go for demo in bits and piece. Involve entire stakeholders and collect and analyze their feedback

4. Time is money

Ask the vendor to list out the value additions to your organization by implementing their HR Software. Most of the vendors would be providing ROI particulars, case studies,Cost – Benefit Comparison Charts etc. You can request them to explain and convince the same. End of the day, you need to convince your CEO, right?

6. Maturity, Stability and Security

HR Office would be accountable for various statutory aspects like PF, ESI, Income Tax etc. Based on nature of business, there can be more statutory obligations. HR Office would be spending so much time to prepare reports and returns. Request the vendor to show how these aspects can be managed, if you buy their software.

8. Intelligent workflows, Employee Self Service (ESS) and HR Portal

You need to check software license particulars. There are some companies, who offer software, cheap or free but charge too much for support. This can be a pitfall and hence it is advisable to get feedback from customers those who are using the application at least for the last 2 years. Request your vendor to provide online help desk facility if they don't have it. Also verify their customer support service level agreements (SLA)

10. Technology, Upgrades, Integration Compatibility

Evaluate the screens and data capturing fields and check whether it is simple or difficult to enter/modify data. Request the vendor to show how ‘mass data update’ at one shot can be achieved. It is advisable not to go for an HRMS which has no spreadsheet import feature.

Next time, when you plan for HR Software, try this. Best of luck