How to Select Human Resources Information Technology
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
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