Is it easy to execute the transition between two HRMS software platforms?
Yes, in every organization, regardless of the team size, it can be challenging to organize the data and store it accordingly for each employee. For that, an HRIS system fit is required in every organization. As your organization progresses and grows, you realize that the need for HRIS is not only to fix your needs. Then, you approach the transition of two HRMS software platforms. Thus, the transition must be as easy as possible.
However, the breakdown of switching your HR platforms may lead to a lot of challenges. According to McKinsey, while doing change management procedures, 70% of its goals fail because of employee resistance.
Streamline the revolutionary transition of two HRMS software platforms in your organization with our valuable data migration, training, and support tips.
To learn why you need to invest in the right HRMS system, enabling you to switch your HR system to the new HRMS.
What should you consider before the transition of two HRMS?
You must focus on various areas before integrating other HR software and replacing the old one. Let us go into detail about which areas we should focus on in transitioning of two HRMS.
Examine the options
Consider the factors like user reviews, scalability, certifications, product features, and pricing models. While opting for the new HR software, opt for the one that aligns with your needs and long-term goals.
Upon examination, you need to gain a deep understanding of the HR software you will implement and reexamine it to see whether it can perform better and tally with the flaws of the existing software. In this part of consideration, you can analyze the strengths of the new HR software and make up the weaknesses of the current software. Implementing the latest software improves efficiency and addresses gaps in your organization.
Include your team in the organization for decision-making
Include the stakeholders, HR team, IT team, and other managers in control of each department for decision-making. A detailed study shows that 42% of mid-level managers experience an obstruction when changes are implemented.
Gather their input, feedback, and requirements and make an apt decision for new HR software.
Merging with the in-house systems
Assess and evaluate your in-house systems, like HR management and other performance tools, to find out whether the new HR system merges seamlessly. Over merging, by testing their performance of new HR software, you can analyze and understand whether it is used for your specific HR needs and can consolidates all needs in a long-term period. Thus, you can enable a new cohesive HR ecosystem.
As said, when implementing new HRMS software, you must be aware of detailed analysis for a successful migration and execution.
Steps to Follow While Transition of Two HRMS
Data Backup
Before migrating, collect all your files and create an immense data backup. It will ensure that all your critical information and unforeseen issues are addressed.
Investigate your Data Retention Policy
Take the chance to investigate your organization’s data retention policy. This will ensure that you align your data, neither discard nor archive, with the terms and conditions of state legislation or issued like PDPO based on your business needs.
Segregate and identify what data you need to migrate
Segregate the data you need to migrate to the new HRMS, such as your essential data. It can be employee details, performance data, payroll data, and other relevant data that the new HRMS can retain. Be assured that the data is up-to-date, accurate, and suitable for the latest HR software system.
Checking redundant data
Before transferring the data, ensure that redundant data has not been duplicated several times. Cleanse it and ensure the accuracy and quality of the data to transfer it. This process ensures data integrity and avoids flawless data.
Schedule the transfer
Scheduling the transfer enables you to have a detailed analysis for a smooth transition. The factors that should be considered while transferring are migration timeline, data size, and potential downtime. To ensure a smooth transition, define the roles and responsibilities at each transfer session.
Tailor the software settings
After implementation, tailor the software settings with the backend to align the organization’s specific needs with the HR software. Set up the software configurations and permissions based on the company’s structure and maintain the security functions.
Entire testing of functions before being live
Before going live, test all the functions of the new software, including its performance, workflows, and user scenarios, to ensure that all the functions are performing very well and to avoid glitches and potential issues if anything is seen.
Communicate the transition to your colleagues
Use new software to share clear instructions and updated features with our stakeholders and employees. Organize training sessions to help everyone get comfortable with the latest HR software and ensure our managers are well-prepared to handle recruitment, payroll, and HR processes smoothly.
Proper guidance from the system specialist during migration
Having a system specialist during migration is crucial. They guide functions, system configuration, data migration, and user training, ensuring a successful transformation of HR software. Thus, helps mitigates potential challenges.
Monitor and provide on-time support for glitches
After HR software goes live, closely monitor functions and performance. Proactively handle glitches, identify errors, and provide technical solutions and timely support for concerns.
Summary
In short, Info-tech Cloud HRMS Software enables all-in-one HR software that integrates your manual software, digitizes documentation, and automates your HR tasks seamlessly. Embark the digital transformation with easy-to-use HRMS software.
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