The entry of Millennials into the workplace today is rapidly changing the way things are being done in the workplace. These group of individuals, defined as those born between 1979 to 2000, make up the largest generation in the Singapore workforce today.
According to a report compiled by software fim Condeco, which surveyed 500 business leaders in six countries, it found that workplaces have changed to fit the needs to millennials
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When your employees take personal time off, the organisation still runs as usual. Products and services need to be sold, clients’ queries need to be handled and administrative tasks needs to be taken care of. However, when employees go on a vacation, does this mean that they should still check in with work to ensure that business still runs as usual?
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In the world of digitalisation today, HR technology is rampant amongst organisations. After all, there is a plethora of benefits that comes with HR software - streamline HR processes, abolishment of administrative HR tasks and automatic HR payroll calculation.
However, with the numerous HR software vendors, each with their own unique value proposition, this makes is relatively difficult for organisations to pick the “best” one. Truth is, there is no one single “best” HR software. In fact, the “best” HR software is one that fits into the organisation’s overall HR strategy and is able to integrate seamless into the existing HR processes.
More often than not, HR professionals struggle to find a suitable HR vendor. It could be due to factors such as poor communication between the software vendor and HR professionals or a lack of understanding of the HR software. Here are some factors that
Here are some considerations that HR professionals should take into account when choosing a HR software.
Do understand your internal HR processes
A thorough understanding of the organisation’s internal HR processes can help decide which is the best HR software to address existing HR pain points. Without understanding the internal HR needs, processes and culture, this then makes it difficult to evaluate whether a particular HR software is suitable for the organisation or not.
Don’t ask generic questions
Asking potential HR software vendors generic questions is likely to get you generic answers. Not only is this not helpful in terms of deciding which HR software to adopt, it does not get you the answers you need to address your HR issues. Instead, ask specific questions such as how the particular HR software can help to streamline or address a specific HR problem.
Do communicate with your HR software vendor
Lack of communication is one of the main reasons why organisations switch from one HR software vendor to another. If organisations do not communicate their HR needs, it is unlikely that the HR software vendor can guess what the HR team needs. They are then likely to sell the generic software solutions which might not address the organisation’s HR needs. Communication with your HR software vendor is key to ensure that their HR software serves you well in the end.
Don’t be too rash in making a decision
More often than not, organisations tend to jump straight into signing up with the first HR software vendor that reach out to them simply because of their fancy features promises. However, these features might not necessarily solve the organisation’s HR needs. While time might be of an essence, it is imperative to do a thorough evaluation of all potential HR software vendors and ensure that their software solutions are able to address majority of your organisation’s HR needs.
