I work in the HRIS industry. At the core of HR deliverables to an origanization is a well-functioning HRIS system. By the time I am called in, the damage of a poor HRIS implementation is already done.

This lack of preparedness can lead to a host of challenges, including increased costs, disrupted workflows, and frustrated employees.

Let’s explore why companies are unprepared and what the consequences are.

Insufficient Planning and Analysis

One of the main reasons for companies’ unpreparedness is the lack of proper planning and analysis. Implementing an HRIS requires a thorough understanding of the organization’s unique requirements, existing processes, and future needs. Unfortunately, many companies jump into HRIS implementations without conducting a comprehensive analysis of their current HR systems, workflows, and data structures. As a result, they may end up with an HRIS that fails to address their specific pain points or integrate seamlessly with their existing infrastructure.

Underestimating the Complexity

HRIS implementations can be complex undertakings, especially for companies with large workforces or multiple locations. From data migration to system customization, there are numerous intricacies that need to be carefully addressed. Unfortunately, companies often underestimate the complexity of these projects and fail to allocate sufficient time, resources, and expertise. This can lead to delays, cost overruns, and even project failures, leaving the company with a partially implemented or underutilized HRIS.

Even worse, many HR professionals cannot adequately comprehend what HRIS does or the level of expertise required to maintain the vast landscape of an HRIS post-implementation.

Lack of Employee Involvement and Training

Successful HRIS implementations require active involvement and buy-in from employees at all levels. However, companies often neglect to involve end-users in the implementation process, leading to resistance, confusion, and decreased adoption rates. Additionally, inadequate training programs can leave employees struggling to navigate the new HRIS, leading to frustration and decreased productivity. Companies must prioritize employee engagement, communication, and comprehensive training to ensure a smooth transition and maximize the benefits of the HRIS.

Inadequate Vendor Selection and Support

Choosing the right HRIS vendor is crucial for a successful implementation. However, companies often rush through the vendor selection process or base their decision solely on cost considerations. This can result in partnering with a vendor that lacks the necessary expertise, support, or long-term viability. Inadequate vendor support during the implementation phase or a lack of ongoing support after the system goes live can severely hinder the company’s ability to leverage the full potential of the HRIS.

Consequences of Poorly Prepared HRIS Implementations

The consequences of inadequately prepared HRIS implementations can be far-reaching and costly.

Companies may experience:

• Disruption of HR processes and workflows, leading to decreased efficiency and productivity.
• Data integrity issues, such as inaccurate or incomplete employee records, which can compromise compliance and reporting efforts.
• Increased costs due to project delays, unexpected expenses, or the need for additional resources to rectify implementation issues.
• Negative employee experiences and decreased employee engagement, as employees struggle with the new system or feel neglected during the implementation process.
• Missed opportunities for leveraging the full potential of the HRIS, such as advanced analytics, strategic workforce planning, and talent management.

In Closing

Implementing an HRIS can be a transformative endeavor for organizations, but the journey to success starts with thorough preparation. Companies must invest time, resources, and expertise in understanding their unique requirements, planning meticulously, and involving employees from the start. Additionally, selecting the right vendor and ensuring ongoing support are critical to a smooth implementation and long-term success. By addressing these challenges and learning from the mistakes of others, companies can position themselves for a successful HRIS implementation and unlock the full potential of their human resources.

Can We Help?

We’re Dayfoxx Resources. Let us provide the additional layer of support you need in an implementation to assist with data conversion, integrations, payroll configuration, analytics/reporting… and really just slowing the pace to talk through strategy and what makes sense.

Maybe you are seeking specialized support help during your implementation? Regardless of the type of consultsant, my global team of recruiters, who staff solely in the HRIS, ATS, VMS, ERP, CRM, and ITSM space, are here to help! Click here to get started!     

We will help you get it right the first time.

We work primarily with Ceridian Dayforce, Workday, UKG, SAP SuccessFactors, ADP Workforce Now, Oracle Peoplesoft, BambooHR, and Paycom.

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