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Customised HRMS in Canada

It has to be Easy

One of the biggest changes in HR Technology over the last 5 years has been the fact that “standard functionality” is available in most reputable HRMS provider’s solution.  The marketplace is mature enough that “the must have’s” for organizations to move away from Excel and Word and the filing cabinet are available and will be robust. Essentially, buyers no longer have to be concerned that the core functionality that they need and want will be there.

Five years ago that was not the case and a lot of customization had to happen during each implementation. Of course those customizations translated into billable professional service, thereby providing zero incentive to increase standard functionality.  What led to a change in the market was that smaller regional players recognized that adding standard functionality would be a differentiator between themselves and ERP offerings. These smaller players changed the market and made the market much more competitive and functionality more equal in terms of the basic offering.

Given this parity in core functionality, what should a buyer look for when going to market?  In a Web 2.0 environment a key consideration should be the ability to dynamically change the content within the system.  To be precise, changing content in this example is the ability for users to create new fields on a page.  Why is this important?  Much like individuals, organizations are unique and will require that the look and feel plus the content in the system be changed moved / deleted / added throughout the system.
How would this manifest itself in a practical way?  As an example if you open up a page and there is something that you would like to add then a user should be able to add it to the page. To be clear, this is not renaming a field name, although that is important.

This functionality provides users the ability to have the system evolve over time to meet their requirements as they continue to change. Imagine if you were forced to wear the same clothes that you wore as a teenager? Things change and so will the functionality that you require over time and the ability to add content will give you the flexibility to adapt the HR system as needed.
From a functional standpoint, this should be a large part of the buying decision making process. Outside of functional considerations, the other buying criteria that should play a large part in the buying process is “who will implement, and how much does that resource understand HR”?  This is an important consideration from a user adoption perspective because when the implementation team has practical HR experience and understanding along with knowledge of the software this will ensure that the implementation is user focused and not necessarily functionality focused.
How does this manifest itself in a practical way? As an example, implementing HR technology in a white collar environment versus a “pink collar” environment will have a real impact in how the system should be rolled out.  Knowing the habits and behaviours from an HR perspective will guide how functionality is rolled out.

Adequasys HRMS has the functionality identified in this article as well as the practical HR experience to provide HR departments with the functional ability and professional services to make an HRMS purchase an unmitigated success.
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