For all the money spent by organizations on web based HRMS solutions, there often remains a persistent and troubling gap between the inherent value of the technology they sign up for and their ability to put it to work effectively.
In today’s race of moving the digital way, the distance between technical promise done during sales and genuine achievement post the launch is a matter of grave concern. As a fact, a successful SaaS Human Resource management solution implementation can reap vast rewards in organizational strengths and efficiencies. On the contrary, a failure can drain an organization of people, funds and vitality.
Let’s look at the core reasons for such failures at the organization level? Based on a survey conducted amongst 32 odd mid-size organizations with an employee strength ranging from 500-1500 employees, 53% of the organizations feel that the major reasons for failure all this while has been due to “Quality of Data” which is being inherited from any HRIS system that is to be replaced – be it a spread sheet or even a data base. With such an impact due to data quality, it becomes more important for us to mitigate the cause and design measures which would assist the organizations identity the data readiness within the organization.
With a large-scale project, the data ranges from hundreds to tens and hundreds of thousands. This would consist of employee basic data and all transactional data as well. For this reason, setting up an independent Migration Team in the project structure is what we need.
Organizations need to set up multiple sub-projects to determine the data scope which is to be transferred as well as the determination of source and target HRIS systems. In the project itself, the data is being extracted from the source systems, cleaned, processed and loaded into the target HRMS solutions.
Some of the key indicators which would help identify the data readiness within the enterprises will be as mentioned –
1. Organization Culture: Data Driven Decisions
If your organization analysis data to make decisions, it indicates that there is some sort of system within your organization that makes use of the extensive data that it produces daily. For instance, it could be a system like Business intelligence solutions or even a spreadsheet. Since HRMS solution implementations has a lot to do with data, if your organization uses data to make decisions, then it is most likely ready to take up the project on digitizing the HR.
2. Driving the change: Communal Awareness
For any cloud HRMS software to successfully work, it is quite necessary for all the people who are a part of an organization to have knowledge of what an HRMS cloud solutions is and how it helps. From bottom-level management to top-level management, everyone needs to have equal understanding of the impact of data on the HRMS cloud implementation. If all the employees within a company are befuddled about what this means to their company, then it can lead to unwanted complications. Hence, if mutual understanding of importance of data idea exists within your organization and there is full support from the top-level executives then the chances of your organization being all set to take up the implementation of HRMS solution are super high.
3. Set the Governance mechanism: Right team at right time
In my previous article on 5 steps for being data ready before HRMS implementation, I mentioned how data standardizing and monitoring is important for any successful cloud HRMS software implementation and this is only achieved if we have a steady and devoted team. A devoted data management team is the one who knows how to turn the information in hand into a valuable one, by controlling and directing it in the best way possible, thereby ensuring data quality. So, if your organization has a team of dedicated employees who are willing to work hard and are consistent, then it indicates that your organization is ready to take up big data challenges. To drive the same, it becomes more important that there is a sponsorship from the top management to drive such changes and ensure that all data cleaning projects are taken up with the utmost priority and with highest quality.
Running a project of data migration without proper care and attention leads directly to the system which will not meet the users’ expectations. During every stage of data preparation, it is necessary to assure that the prepared set of data is sufficient for proper functioning of the desired business functionalities in any HRMS cloud solutions. The above-mentioned points are most common signs that indicates whether your organization is ready to take the big step of implementing any HRMS SaaS based solutions. When properly implemented, the data migration process has the power to transform the business processes. Hence, if your organization is all set for big data then certainly hop on the digital way of driving HR.