IDS HR StudyPlus, Summer 2002

Human resource management systems

• Considers the benefits that can be achieved by using specialist software to automate and streamline HR processes and to provide a single source of HR data.
• Six detailed case studies highlight the key areas that companies should consider when selecting and implementing a human resource management system.
• Provides comprehensive information on the principal products offered by 29 software suppliers.

A human resource management system (HRMS) can be used to streamline HR processes and to provide a single source of all associated employee and organisational data. Today's HR software offers increasingly sophisticated functionality giving companies the opportunity to automate labour-intensive processes and devolve routine transactions to line managers and, in some cases, to employees themselves. A HRMS can also lay the foundations for a wider e-HR strategy, which may include e-learning and online recruitment.

Potential benefits of using a HRMS

Drawing on the experience of six featured case study organisations, this StudyPlus highlights the benefits of installing new HR software. The introduction of a HRMS can help to ease the administrative burden for busy HR departments, which stand to gain from:

• increased access to HR data
• streamlined and standardised processes
• greater reporting functionality
• more consistent and accurate data
• a higher internal profile.

Selecting and implementing HR software

The StudyPlus looks in detail at the crucial selection and implementation stages of a HRMS project from initial research through the production of an invitation to tender and objective analysis of products to managing the configuration of a new HRMS and the transfer of data to it. The process of choosing and rolling out a new HRMS can be a major undertaking both in terms of money and time. It is important that HR takes the lead from the outset to ensure that the system matches the department's core requirements. Indeed, the level of functionality of a HRMS should be determined by the realistic needs of the particular company. There is little point paying for features that will not be used or that are simply not required. Companies must also make suitable arrangements for communicating the changes and training end-users, particularly where self-service functionality opens part of the system to line managers and employees.

Products on the market today

HRMS products typically comprise a series of modules covering a full range of HR functions that can be integrated to act as a single system. This StudyPlus includes a detailed directory of the principal HRMS products available from 29 software suppliers. It also features a checklist of the key points to consider when choosing a system, including how to handle payroll processing - integrate, interface or outsource.

What's in this StudyPlus?

This 88-page publication contains the following sections:

Overview

Identifies the key benefits of a HRMS

Analysis

Looks at how companies organise the selection process, including:

• project leadership
• initial research
• reviewing existing processes
• producing a specification
• sending out an invitation to tender
• product demonstrations
• taking up references
• making objective comparisons.

Covers the major considerations and stages to implementation, including:

• managing the process
• adopting a phased approach
• setting up the system
• transferring and validating data
• training end-users
• communicating the changes.

Case studies

Six detailed case studies: Air Products & Chemicals; Britannic Money; FedEx Express; IKEA; Schuh; Wiltshire Fire Brigade.

Directory of suppliers

Choosing a human resource management system

• a checklist of the key considerations when selecting a HRMS
• details of the main products offered by 29 software providers.