The thought of replacing your organization’s HR technology solutions; Payroll, Benefits Administration, onboarding, can be debilitating, to say the least.
After all, these changes typically involve significant stress and disruption.
As a result, the decision to move forward with a change is often delayed. But how do you know when it’s time to set aside your concerns and make such a major decision?
We’ve compiled a list of questions to help your organization evaluate your current situation and determine whether it’s time for a technology change.
How effectively is your current system handling your needs?
Sometimes as industry experts we get accustomed to the manual or “band aided” approaches to common issues that can be resolved by updated automation. Things like, adding an employees information to multiple systems instead of having a system of record that sends data to relevant HR systems.
Is your current system still being supported by the vendor?
Often times vendors will purchase or build newer technology and eventually their older or original technology will be “sunset” meaning that the vendor no longer provides things like bug fixes, technical support or updates to the older system.
Is your company experiencing significant growth?
If so, will your existing solution be able to scale to manage the additional workforce?
Some systems are meant for small clients and don’t offer integration capable of managing larger work forces.
How frequently do you experience difficulties with your current system?
Some examples would include payroll feeds with frequent errors, carrier file discrepancies, long call wait times, lack of timeliness in resolving issues.
Are there deficiencies between the fees you pay vs. the value you receive?
Have you conducted a recent market analysis to compare your fees with others for similar services?
It is a great idea to do an annual audit to ensure you’re receiving the services you’re being billed for.
How long has it been since you’ve evaluated your current technology?
If it’s been more than three years, it’s probably time to reevaluate the services, fees and contract of your current system. Technology changes rapidly and you want to ensure your organization isn’t falling behind.
Based on the answers to the questions above, it might be time to evaluate your current HR technology. HR is no longer just a “back-office” function. It has evolved to become an integral piece in helping an organization meet its strategic goals.
As such, your organization would be well served by evaluating its Human Resources Technology on a regular basis (at least every three years) to help ensure your team is able to focus on achieving long-term goals, and has a partner that will help get your organization where it’s going.