Today’s HCM systems can be a big part of driving organisational performance, but it doesn’t happen automatically. Ceridian partner HRchitect shares four must-haves for HCM implementation success.
Director, Dayforce Practice
Like the rest of the world around us, HCM systems are changing. And in some systems, state-of-the-art functionality is capable of accelerating business performance and growth in entirely new ways.
But success with an HCM implementation isn’t automatic. It requires thoughtful planning and the right resources. Let’s explore four must-haves we’ve identified for HCM system success.
Clear objectives and strategies
Clear objectives provide a basis for measuring the return on investment for HCM software. By defining specific goals, businesses can compare results to expectations in terms of saved time, reduction in cost, and improvement of HR processes. These goals and objectives can include everything from shortening the onboarding process, increasing employee satisfaction, or automating payroll processes to eliminate human error.
A successful HCM implementation can help organisations strategically manage their workforce and achieve their goals. In today’s competitive world, employers aim to attract and retain top talent, provide an inclusive and diverse culture, and grow the organisation. Since these goals are shared by most organisations, strategy is a company’s unique path to success. How the chosen HCM system supports those objectives should be front and center of every implementation, discussion, and utilisation activity.
Executive sponsorship is crucial to HCM success. Starting with setting a cultural tone, top-down support can positively affect how users interact with the chosen HCM system. Leaders who embrace HCM implementation communicate to their organization that they’ve prioritised resources and made an investment in their people processes.
And having and communicating a long-term vision enables executives to allocate time, people, and financial resources where they can best impact growth today and into the future. Sharing that vision of alignment with their employees focuses everyone on the value of the HCM system and paves the way for change management.
Change management is another must-have for successful HCM implementation. To succeed, a change management plan must include communicating the benefit of the system, providing training to employees, and managing any resistance to change. The end goal is user adoption and engagement where your users understand the benefits of the system, making them more likely to use it.
And this doesn’t end when the system goes live – it continues with regular assessments, ongoing training and adjustments based on feedback to sustain success. Reinforcing the message that the HCM system is an asset to users allows everyone to recognize and celebrate the wins, demonstrating the ongoing benefits to them on a personal level.
A cross-functional team
A cross-functional team ensures comprehensive deployment of your HCM technology investment. As vendors have answered the call to deliver all-in-one HCM systems for their customers, optimising that solution internally is still up to the customer. Although a thoughtful HCM implementation creates time-saving automation, having a cross-functional team supporting the project after go-live brings a holistic view of the workforce and a better understanding of the user experience.
As organisations change, so do the ways that companies utilize HCM solutions. What may have been appropriate for a new company often changes over time, and having an HCM system that can keep pace with growth is essential. Whether changes come because of culture shifts, regulations, industry demands, or increasing technological ability, understanding how processes span functional areas is key to automating them. Collaboration between functional teams provides comprehensive solutions that demand flexibility, ensure seamless integration, and inspire innovation.
Kathryn Lopez brings over eight years of consulting and HCM technology experience to the HRchitect team. She is a seasoned HCM professional with a proven history of strategic management in the HR field. Kathryn’s broad experience in payroll, human resource management, and human resource information systems (HRIS) allows her to act as both technical expert and tactical leader. She has led countless large-scale projects from conception to implementation, involving all aspects of HR and payroll, giving her a powerful background to help clients drive company initiatives.View Collection