Levels of Enforcement of Human Resources Management Solutions (HRMS)

 

Levels of Enforcement of

Human Resources Management Solutions (HRMS)

You have made the decision to implement a Human Resources Management Solution with the vision of creating a competitive advantage for your company through your people. It is important that for this you take into account some important factors such as the stages that make up an implementation process so that the investment made provides the desired value and then you can be sure that the chosen technological solution will have the expected performance.

Tips for the successful implementation of a Human Resources Management Solution (HRMS)

Before officially starting the implementation of the solution for managing your human capital, it is convenient that you plan some aspects that involve your company and your work team.

Here are some tips that have helped other organizations carry out their implementation project successfully: 

1. Make sure you have the commitment of the management, being the central axis of the company and having a global vision, their participation is very valuable and important. Likewise, it must be remembered that senior management is the one that defines the strategy and objectives of the company that will be managed through the Human Resources Management Solution (HRMS).

2. Implement inclusive leadership, involving all areas and all levels of the organization, especially create the same harmony between your IT department and your HR department, in this way you will make them feel like owners and part of the project.

3. Assign resources to the project (economic, human, infrastructure).

4. Clearly and functionally define the company's processes.

5. Determine objectives and goals to achieve with this project.

6. Assign an internal project manager who makes sure to follow up on project progress and commitments.

7. Become aware of changes in tasks and responsibilities, job profiles and processes which arise from technological innovation applied in the company.

8. Motivate your staff to attend and actively participate in training sessions.

Remember that although in the implementation of a technological solution there are technical and strategic factors that will determine its success; you should not lose sight of the fact that the human factor plays an extremely important role. 

The implementation project of a Human Resources Management Solution consists of several stages, each with its individual importance, however in the end a synergy is created between all of them to achieve the objectives that were set for your company.

1. Preparation

The objective of this stage is to put your team in contact with that of your supplier so that together they define the detailed planning of the project and the strategic objectives to follow. Among the activities to be carried out are:

• Present your company's work team with the consultant who will carry out the implementation.

• Establish a schedule of activities and tie them with the agenda of everyone involved.

• Define the flows that will be followed by the human capital processes that the acquired solution will cover.

• Prepare the formats for each of the flows and establish the permits according to the organization chart of the company.

2. Strategic Sessions

Considered as the initial phase of the implementation project, the Strategic Sessions stage is of great relevance, since during this period a series of meetings are held in which the supplier functions as a facilitator for your company to make the necessary strategic definitions that allow them to feed the human Resources management solution. The sessions that take place are the following:

• Session of strategic mapping of objectives: In this session, the general management and area managers meet with the supplier to define the strategic objectives of the business, so that in a second stage they can be shared with the other levels of the organization.

• Competency definition session: The purpose of this meeting is to determine the competencies that each of the positions in your company should have, providing the provider with some predetermined competencies libraries. In some solutions, these competency libraries include suggestions for feedback and improvement.

• Compensation plan session: Here, the main objective is to develop the compensation plan for the work team, including salary and bonus plans.

• Career plan definition session: The purpose of this session is to support the general management of your company in drawing the way forward for your workforce, considering their skills, performance, strengths and areas of opportunity for growth and development.

• Learning content definition session: During this meeting, the course of training that your team must take according to their job profile is defined to reach their maximum potential.

3. Configuration and testing

In this phase, the main activity consists of configuring the tool based on your company's information, which was detailed and defined in the strategic sessions and the preparation stage.

During this stage, tests are carried out simulating real workflows of the company in situations that recreate day-to-day circumstances and adjustments are made, if necessary, to optimize results.

It is important at this stage that the people in charge of the project on behalf of your company actively participate in the review and validation of the workflows and of each functionality of the tool, as well as the knowledge of the reports that will be accessed for make sure that what is required is really going to be received from the solution, this is where everything planned takes shape to be adapted to the real needs of your organization. 

4. Delivery and training

Once the configurations and verifications of the solution have been made, the supplier must proceed to the training of the person in charge of the project as well as the main managers of each of the modules of the tool. Within this stage, they should be provided with videos and / or manuals so that they can fully share the benefits and the correct use of the solution with the rest of the team.

In this training stage, everyone involved will learn the correct use of the tool and will be able to practice in a real environment, for this reason the participation and commitment of your entire team is important. At the end of this process, the users of the Human Resources Management Solutions will have the bases to master the management of the solution.

5. Release

We reach the end of the implementation process, the release stage, which is the live output so that the staff can make use of the tool in its entirety, with the support of the provider in the initial stage. Once this phase is finished and when the users already efficiently manage the solution according to the assigned tasks, the transition to the support area begins. From this moment on, the main objective is that your team with mastery of the tool can be independent in its handling, counting on the support of the provider for doubts that arise in the day-to-day and system improvements.

After completing the implementation of the solution, it is important to have a monitoring program that allows you to ensure the stability of the solution and detect improvements to your human capital processes. For this, the provider must have a monitoring and periodic audit process that ensures the maximum benefit of your solution and that if new functionalities are required, you can obtain them.

The implementation of a Human Resources Management Solutions represents challenges and changes in the organization, it is a very important project that will require time, effort and the participation of all the areas that make up the company. However, if there is a mutual commitment on the part of the supplier and your company throughout the process, the result will be a successful execution of the strategic objectives of your company through an excellent team of high-performance professionals.