Selection and implementation of an HR solution
get the right software solution from experts
The selection and introduction of an HR software solution is a crucial process for companies in order to optimise HR management processes and increase efficiency. Well thought-out and, above all, customised HR software can significantly improve the management of employee data, recruitment and personnel development. To ensure that this process runs smoothly, it is important to follow a structured approach and, if necessary, seek external advice for the selection and introduction of an HR solution.
Needs analysis when selecting a software solution
The first step in selecting an HR software solution is to carry out a comprehensive needs analysis. This includes:
- Identifying the requirements: What specific functions are required? This includes modules for personnel administration, recruiting, time management, personnel development, payroll accounting and special solutions (e.g. AI-supported personnel scheduling, software-supported travel expense accounting or driving licence control, aptitude diagnostics, etc.).
- Stakeholder involvement: It is important to consider the opinions and needs of the various stakeholders, including HR employees, managers and the IT department. To ensure a high level of acceptance, the employee representatives must be involved at an early stage and, if possible, at every step.
- Budget determination: Determine the budget for the software solution, including the cost of licences, implementation and training. Check whether there are any government funding opportunities.
Market research and selection of an HR solution
The needs analysis is followed by research into suitable software solutions. The following steps should be observed here:
- Comparison of providers: Create a list of potential software solutions (longlist) and compare their functions, prices and customer ratings.
- Demonstration: Necessary requirements can be clarified in an online presentation. You can also get an impression of the user-friendliness and functionality of the software. You should also define exclusion criteria (KO criteria).
- Obtain references: Contact other companies that are already using the software to find out about their experiences. The references should have a similar company size and ideally be active in a comparable industry.
- Shortlist: By comparing the company-specific requirements with the software solutions, some providers are eliminated. The remaining providers are listed in a shortlist. You can now enter into detailed negotiations with these providers. However, the shortlist should not include more than 6 providers.
As the market is extremely confusing, you should also proceed in as structured a manner as possible and utilise the help of a comparison portal such as HRNeeds. HRNeeds compares the company’s internal requirements with the respective software solutions and can thus provide an optimal pre-selection of customised HR solutions free of charge and without obligation. An optional and also free expert consultation with valuable tips rounds off the offer.
External consulting for HR software selection and implementation
It is usually advantageous to involve external consultants in both the selection and introduction of the new HR software. This is because they have the necessary expertise and experience and, above all, a good overview of the market. These consultants can:
- Provide best practices: They offer valuable insights into best practices and help to avoid common pitfalls and provide valuable tips. This helps to avoid costly and labour-intensive mistakes.
- Conserve resources: Internal resources can be conserved by outsourcing consultancy services.
- Faster selection and implementation: External consultants can significantly speed up the selection and implementation process by contributing their experience and expertise. This can avoid pitfalls and delays.
Conclusion
The selection, introduction and implementation of an HR software solution is a complex but crucial process that requires careful planning and execution. Through a thorough needs analysis, the selection of the right software, a structured implementation and, if necessary, external consulting, companies can ensure that they implement an effective and efficient HR solution that fulfils their company-specific requirements and thus actually leads to savings in resources. Qualified and sound advice can save several weeks of time in the software selection process. In addition, expensive and labour-intensive wrong decisions are avoided because external consultants know the pitfalls when selecting and introducing HR software.
HRNeeds can support you in the selection and introduction of an HR software solution in one or more sub-areas and, together with co-operation partners, throughout the entire process:
- Identification of customised HR solutions
- Creation of a catalogue of requirements
- Creation of user cases
- Creation of a long and short list
- Participation in presentations on site or online
- Contract negotiations
introduction of the solution etc.
We will advise you individually and without obligation. Simply contact us or book a free expert consultation.
We will advise you individually and without obligation.
Simply contact us by email or call us!