As you learn more about Teamspirit (formerly Bond Teamspirit) HR Software you will become increasingly excited about using it. In order to reap all of the rewards though you need to know how to effectively implement it. When you have the right information there is no doubt your business will get plenty of benefits from using a computerised HR system.
Take into account:
- The level of customer support offered. You should be able to make contact with your supplier any time you need help so that you can keep the system running properly.
- Create an implementation plan, detailing the key tasks that you need to perform as well as tasks your supplier needs to perform.
- Disaster recovery – Have in place a back-up plan or a disaster recovery plan in place. It makes good business sense and practice to plan ahead for the unthinkable especially where critical applications such as HR and payroll software systems are concerned
- Data Protection – HR staff will have access to highly confidential and sensitive information. It is therefore necessary to be aware of the Data Protection Act and its guidelines.
- Be practical in your expectations. It takes time to install and establish a new HR application – the system is not going to explode into life overnight. Start by enabling your basic and most crucial procedures, and then systematically add other processes in order of necessity. The most important thing is to follow a steady, directed plan.
- Throughout any corporate implementation plan, try to remain focused on your end objectives and not just the “go-live” date. Keep in mind the reasons for implementing the system in the first place.
- If responsibility for operating the system is being rolled out to line management, set up some form of communications system to handle inevitable queries and confusion after the set staff training has come to an end. One of the hardest tasks during implementation will be managing expectations. Communicating the stages of what is often a long implementation process is vital to avoid impatience and disappointment. To this end, a phased implementation on a departmental basis may be the best solution.
- Be honest with people about the work required to get the system running and stocked with the required data. Communicate successes as well as keeping them informed of delays and hitches.
- Specify goals and be sure that all are committed to the project – The IT department may deploy the perfect HR software and infrastructure, but if HR staff, or employees and managers fail to adopt the systems, the benefits are not likely to come. The human resources team must communicate the goals of the programmes and re-engineer their processes to improve productivity. In many instances, employees and managers have to change the way they conduct their portion of HR administrations so they must be motivated to work with the new system.