How can you manage HRIS system costs effectively?

Many organizations have the tendency to over-purchase HRIS technology when going to market. They are sold on the amount of capabilities a platform has and purchases the modules accordingly as bundled line items. Be sure to correctly assess what the true needs are, plan at least 3 years out, and negotiate pricing accordingly to true utilization.

Have valuable, achievable, and divisible milestones - even if all can't be, some should be. Likely, the solution has integrations and interdependencies, but make sure there are points along the project when you can "bank wins" if needed. When all doesn't go according to plan, can you preserve some gains?

Problèmes régulièrement rencontrés lors de la mise en place d’un SIRH: - à vouloir en faire faire trop au SIRH, on peut vite se retrouver avec un système trop rigide. Préférez faire évoluer légèrement vos processus plut?t que de développer des solutions sur mesure qui vous co?teront les yeux de la tête à maintenir et vous verrouilleront avec un seul éditeur. - comme pour n’importe quel contrat ou mise en ?uvre en entreprise: pensez à l’entrée mais aussi à la sortie: tout ce que vous mettez dans votre SIRH vous appartient et vous devez facilement pouvoir l’exporter sans avoir à en faire une demande à l’éditeur - à ce titre prévoyez des backup réguliers de vos Bases de données sur des serveurs qui vous appartiennent.

Couldn't agree more! It comes down to the organization's business requirements/objectives and not the extra bells and whistles that may never translate to any tangible value. Don't get distracted by the shiny object's gleam!

I think we can put priority scale among user needs versus budget readyness and keep the timeline tightly. And don't forget backup plan for all work around.

Given the digitization and tech advancement, dont forget to plan and ensure to implement robust security protocols to safeguard sensitive HR data. Non-compliance with data protection regulations can result in severe penalties and reputational damage.

Ongoing Updates: Keep the HRIS system up to date with the latest software versions and upgrades. New features and improvements can enhance the efficiency of HR processes and user experience. Regularly review and assess the system to identify areas for improvement. Continuous Improvement: Invest in continuous improvement initiatives that aim to enhance the system's functionality and usability. Solicit feedback from users and address their pain points to ensure the HRIS remains aligned with evolving business needs. Work with your tech provider to participate in shaping their product roadmap and invest in co-innovation. Most vendors in the market offer that kind of partnership and are doing some amazing work in HR tech domain.

Remember that technology is an enabler, not a solution in itself - its critical to ensure that your organization is ready for the changes brought about by the HRIS implementation. Technology can be game changer for elevating employee experience, but its success hinges on careful consideration of your organization's readiness for change. HRIS implementation is not just about the technology itself but also about aligning it with your organization's culture, processes, and people. A holistic approach that combines technology adoption with effective change management and process alignment is the key to realizing the full potential of your HRIS system while managing costs effectively.