When It Comes to HR Technology, Simple is Key

By

Amy Newman Wells

| Oct 28, 2015

Is your HR technology complicated? Well, it shouldn’t be.

The right HR technology should do one of two things: It either makes your life easier or empowers you to do things you couldn’t before. When analyzing the best HR technology, look for a one-for-all solution with the full functionality to handle all your employment processes.

Here’s why it’s complicated: There is a plethora of HR vendors, from installed to on-premise to Software-as-a-Service solutions. You may choose to partner with a different vendor for each application, and while you may be satisfied with how each piece performs independently, they will never properly work together. Integrated systems just don’t have the full functionality to create companywide efficiency.

To find the best HR technology, consider these seven tips:

  1. Look for the total package in one application

A single-application solution, not to be confused with a single-source solution, makes data workflow seamless. Users enter information one time; data updates in real-time across all functionality; and reporting is comprehensive and consistent. This provides more valuable insight into your workforce and reduces exposure to employment penalties from errors in tracking and reporting.

  1. Search for attributes that will have a positive impact on your business

What are the drivers motivating your organization to look for something better? Regardless of your answer, the best HR technology will have a positive impact and provide the functionality to improve efficiency, produce insightful analytics, empower employees and reduce exposure.

  1. Do your due diligence

Your HR technology will be with you for a while … you hope. If it’s the right one, it will be. To make sure it’s the right one, ask the hard questions. Should the unthinkable happen, are they insured for at least $100 million? How many clients do they have? Do they develop their own proprietary software? The more control the vendor has over its product, the more dependable it will be.

  1. Ask for security assurance

More and more businesses are moving their HR technology to the cloud, which offers a less expensive, more secure alternative to hosting internal software. But, you can’t assume your data is protected. Check for the following:

  • Is the vendor ISO 27001-certified?
  • How long has the vendor been cloud-based?
  • How secure is its technology infrastructure?
  • What are its data storage and handling procedures?
  • What is its business continuity plan?
  • What are its information-sharing and staff training procedures?
  • Are there data protection features within its online software, e.g. multilevel log-ins, audit trails, 256-bit encryption, custom user access, etc.?

  • Set your standards for support

Although the vendor pursuing your business may appear to have great product and financial stability, how will it be as a supportive and communicative partner to your business? In the vetting process, reach out to current and past customers to get a true sense of what to expect.

  1. Search for a vendor committed to improvement

Let’s face it: HR is an industry that continues to grow at a rapid pace. Finding a technology vendor with the agility to meet the changing needs of your business and industry will serve you better long-term.

  1. Find out up front what happens if you need to change or cancel your agreement

Even the best-laid plans can change. Try and protect yourself up front with a thorough review of your service agreements.

Selecting HR technology can be overwhelming, but remember, technology doesn’t have to be complicated and the right solution won’t be.

 

 

You may also like:

About the Author

Amy Newman Wells

Newman Wells is a writer, designer and entrepreneur with over 20 years of corporate marketing experience. Passionate about B2B marketing, Newman Wells specializes in helping businesses define their value propositions by simplifying technical jargon for easier-to-digest messages that drive sales. She has spent the last two decades building successful marketing departments from the ground up and was Paycom's director of marketing from 2005 to 2017.

See more posts by Amy Newman Wells