Whether you are implementing an Enterprise Resource Planning (ERP), Workforce Management, Payroll or Human Resources Information System (HRIS), you need a plan and someone project manager to lead it. And with the advent of cloud-based solutions gaining momentum in the world of business, deploying a software solution has becoming easier for companies.
If you are considering automating your business process this article, 6 Tips for Full HR Automation That Will Dramatically Increase Efficiency written by Carlie Bush, for HR Daily Advisor, is a useful guide for any business.
- Step into employees’ shoes. It is important to consider the transition from the perspective of the employees. Too often, we discuss the potential changes with the leaders of the various departments, but to do the transition right, employee input should be prioritized and included in the discussion. Employees are often resistant to change, so including them in the discussions, answering their questions, and using their ideas will go a long way in reassuring them throughout the transition.
- Consider a consultant. From start to finish, a third-party expert can help companies transition to automation. As an external consultant, they can provide unbiased advice including how to get support from the top-level executives, what to look for in a provider, how to help employees through the transition, and many other critical parts of the transition process.
- Collaborate with Information Technology (IT). IT plays an invaluable role in the transition to automation. From the beginning, collaborate and plan alongside IT. Their knowledge and vision for how things should work will help HR departments consider the options available to them as well as provide a backdrop for a well thought out transition.
- Have a robust communications plan. Before starting the transition, have a formal communication plan in place that outlines for employees what to expect, a timeline of when things are going to change, and information on training and where they can get help. Remember to give them adequate time to prepare. The more transparent you are with employees the higher the chances of a smooth transition.
- Get executive support and buy-in. From the top down, there needs to be support for the transition. Employees need to know the leaders of the company understand and fully support the change. By being part of the change and talking openly about the benefits to employees, company executives can have a huge impact on how the transition is received.
- Help employees along the way. Employees will need help throughout the transition. It is important that they feel supported through training and communication.
It’s also useful to note, that every implementation is different and some will go smoother than others. However, the best implementations are the ones where both sides (vendor and customer) are flexible in their approach and have contingency plans, should the implementation not go as planned. In other words, a contingency plan should be part of any implementation.
To learn more about ATS Workforce Management Solution and our implementation methodology or to download a pre-recorded demonstration go, to our website, where you can also register for one of our bi-monthly webinars. And, to reach an account executive by phone, call; 866.294.2467.