Requirements for an HRMS System

 

Requirements for an HRMS System

 

How detailed should my HRMS requirements checklist be?

It's a good question when developing a proposal for interested HRMS vendors: how much detail should be included?

 

The answer is simple, although true, it is not exactly useful: the list of requirements must be “detailed enough”.

 

After all, if the HRMS requirements are too broad, we will probably get too much interest from vendors with products that are unsuitable for the needs of the organizations or business, or worse, we could end up buying inappropriate software. On the other hand, too much detail is not only unpleasant, but we could search forever and still not find a suitable software for our organization.

 

The density of detail will be different for each organization, but there are a few key tips to help us find the right level.

 

1.    Ask The Right People

 

With any HR technology, the danger is that the selection process is left to the 'experts'; That is, the human resources team. Now while HR must be involved, and likely lead the project, they will have to engage with a much broader group of stakeholders to fully understand the full requirements, how HR data is being used across the globe. business and what all HRMS users will want to see. For most organizations, as well as human resources, the input will be useful in Finance, IT, C-suite and representatives of managers and supervisors and the employees who will access the system.

 

·         Surveys or questionnaires to key teams and departments

·         Brainstorming sessions with colleagues

·         1-2-1 interviews with key personnel

 

Ask each stakeholder or stakeholder group to prioritize their HRMS requirements. One thing is for sure, if you include all the requirements of each stakeholder, your request will be too detailed. Identify the top three priorities for each group and work from there.

 

2.    Check What The Market Has To Offer

 

In addition to consulting internally, do some external research. Even if you think you already have a good idea of ​​what's on the HRMS market, it's worth making sure your information is up to date. You may find that there is nothing that will give you what you want, in which case that is a good point. Alternatively, you may be aiming too far, finding a number of emerging features that offer you some unforeseen efficiencies. A few hours online checking vendor websites, HRMS comparison tools, and video demos should give you a fair idea of ​​what's possible. 

 

Now link this back to stakeholder requirements and go through your list.If any of the requirements are not available or simply not possible, remove it from the application and speak to that stakeholder group again. If there are any unforeseen features that you think are just what you need, check with the appropriate stakeholders and consider adding them to the application.

Also, use your professional network and use contacts in a line of business similar to yours; Find out what HRMS they use and how they successfully deliver. Again, use the collected information to fine-tune your list of requirements.

 

3.  But Don't Be Sales-Led

 

Building on # 2, part of your HRMS requirements research could include contacting and talking to vendors to get a better idea of ​​what vendors' products can do, before building your favorites list and inviting them to. give you a proper demo. Use these discussions to refine the list of requirements for your application. Why not ask sellers what level of detail is best for them? After all, you want to see your product in the best possible light. 

 

However, they hope they are in sale mode. Some marketers will tell you that you need what their product does best. While your reality is a mirror of that: you want an HRMS that is the best and does what you need!