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"Choosing a HRMS" course
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"Choosing a HRMS" course
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
I am looking at various HRMS vendors and have been tasked with the job to choose the most appropriate. Is anyone aware of any courses/training available to develop my skills/learning in choosing and s
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Forums » Topic Forums » Technology Forum » "Choosing a HRMS" course
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"Choosing a HRMS" course
posted at 6/22/2004 3:31 AM EDT
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Posts: 1
First: 6/22/2004 Last: 6/22/2004 |
I am looking at various HRMS vendors and have been tasked with the job to choose the most appropriate. Is anyone aware of any courses/training available to develop my skills/learning in choosing and selecting a HRMS. I am located in IRL so UK and IRL courses only please!! |
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"Choosing a HRMS" course
posted at 6/22/2004 4:48 AM EDT
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
What you actually need to be able to do is write a "request for proposal."
First, you must identify WHAT you want the system to do. What information do must the system contain? What functions must it perform? What reporting capabilities do you need, particularly to demonstrate compliance with applicable employment law? Second, you must describe HOW you want the system to function. This part is very technical, and would require the assistance of your IT folks. From what kind of platform does/can it operate? How much data can it contain? How is data backed up? With what other ISs can it be integrated? |
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"Choosing a HRMS" course
posted at 6/22/2004 10:17 AM EDT
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Posts: 363
First: 7/30/1999 Last: 9/29/2005 |
This might be useful.
http://www.workforce.com/assets/viewtopic.php?topic=27166&forum=57&1 Todd |
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"Choosing a HRMS" course
posted at 7/2/2004 6:00 AM EDT
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Posts: 2
First: 7/2/2004 Last: 1/25/2005 |
My advice is to start the HRMS evaluation process from the inside. Make a list of the process owners within your organization (payroll, benefits, recruiting, training, compensation, etc) and bring them into the evaluation process early on as a steering committee or evaluation team.
Ask each process owner to build a list of functional requirements and weight them on a "Must Have, Need to Have, Like to Have, Wish to Have" basis. Once you have a weighted functional requirements list, you can begin asking vendors if they can meet your specifications. There is no sense wasting anyone's time if the application won't fit your functional needs. Once you narrow your list to vendors that meet your requirements, I would suggest you have them perform a scripted demonstration so that you can do an "apples-to-apples" comparison later on. Make sure you have your process owners participate in developing the demonstration script. One other item, you may want to have an idea of how much you are willing to spend before you get started. Consider a cost-benefit analysis to determine where you might generate savings and a return on investement so that you can get a feel for what you might be willing to spend. Once you determine your budget, don't be afraid to ask vendors to give you a ballpark estimate based on your functional requirements and specifications. No sense wasting anyone's time doing a demo if the price is beyond your budget. Good luck! |
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"Choosing a HRMS" course
posted at 8/13/2004 5:30 AM EDT
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Posts: 24
First: 11/9/2000 Last: 4/1/2005 |
We have developed a HRIS Selection Checklist which has helped others during the review & selection process of a new HRIS. (It provides an extensive list of HRIS functionality.)
If you would like a copy either e-mail me or download it from our website: www.dresserassociates.com Good luck in your search. |
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