By 2022, the HRMS market is believed to cross the USD 10 billion thresholds. What is causing this staggering growth? Some of the major reasons include advantages that stem from HR technology adoption like enhanced security and efficiency, and reduced costs and business risks. Meanwhile, transpiring technologies such as cloud and analytics and mobile are morphing the HRMS environment. HR applications have eliminated the need for conventional back-end administrative solutions with incorporated talent management processes that offers real-time applicant tracking, learning, and performance management solutions.

Amidst the fierce market and somewhat homogenous product, how can any organization opt for the right HR software to maximize ROI? Choosing the right process is indeed challenging not only because of the array of solutions offered in the market but also because the technologies underpinning HRMS is erratic in nature. Charting your company’s HR management, spotting loopholes, and incorporating the derived insights into your strategy, can ease the selection process by giving a clear standpoint.

Here are 4 unavoidable questions to your HRMS vendor for implementing a stable, secure, and future-ready Human Resource Management Software (HRMS).

Is The HR Software Flexible And Scalable?

Although it is imperative to make certain that the HR system is incorporated with all the essential features, and equally indispensable consideration is the flexibility and scalability of the system. The system must be enough potent to scale up dynamically in the need for technology up-gradation, regulatory changes, and other IT developments, without demanding extensive modification. In order to infuse flexibility and scalability into the HR processes, one must leverage the lucrative benefits of third-party integrations and cloud-based technologies. Yet, today only 40% of global companies have robust HR solutions.

Does the HR software Blend Seamlessly with the Existing HR Systems?

This is one of the most critical questions one must seek an answer prior to investing in any HR solution if it integrates with the existing HR processes. As mentioned in the 2017-18 HR Systems Survey, installing software with conventional strategies could crash the business outcomes by a massive 20%. And, yet a mere 17% of global companies have a propelling plan before incorporating any new HR application into the system, while 47% tackling the surging issues on a case-by-case basis.

How will you Train HR Staff on the New Software?

Just purchasing and installing the HR software doesn’t end the task. The hardest part starts from here. No matter how effective, robust, and scalable the HR software is, without proper training, even the best HRMS may be doomed for failure. One should conduct proper training sessions that must include assigning each employee with the task based on the expertise and training them vigorously. Also, ensure the precise tools are being used during the training, and the complex HRMS features are adopted by your employees.

Who will be the Monitor of the Data?

Data security and privacy is the hottest topic in the industry than ever. It has become imperative to receive a strict guarantee from the HRMS vendor. Recently a multi-national HR software provider PageUp confirmed that some of their client’s data is being breached. In the wake of the incident, the company highlighted the magnitude of handling and maintaining sensitive clients’ data. Here are some of the key highlights of the paper issued by the PageUp:

• Your HRMS vendor must be accredited under the data center of ISO27001.
• Thoroughly read and understand the data center’s backup and recovery procedures along with the disaster recovery policy.
• In case of the data flow on the public servers, the HR software should prop up a secure sockets layer (SSL) for data encryption.
• The system’s password policy should comprehend the company’s internal policy.
• Role-based authentication can minimize internal data threats while maintaining employee confidence and data integrity.
• As you look around for selecting the right software solution that befits the company’s HR needs, it’s important to answer these HR questions in mind as a helping guide for your process. By first asking above mentioned questions, you’ll not only recognize your central requirements but also loopholes and challenges, which can be then turned into opportunities before it becomes too late.