Once your organization has conducted an in-depth due diligence for identifying the perfect payroll solution to move to, the real work will actually begin now. Either prepare to be inundated with heaps of technical issues that almost always present themselves during software implementation, or stay ahead of challenges by using the following pointers before you even begin software implementation.
A budding designer is always taught to keep things clean and simple. That’s a good advice. Later, when user experience comes into the picture, the first thing that takes a hit, is simplicity and cleanliness. This is exactly the moment when an organization can easily mess up their design and compromise the look, feel, and functionalities.
Sometime or the other in the recent past, we’ve all overheard conversations or caught snippets of discussions about the great ‘UX (User Experience)’, or the poor ‘UI (User Interface)’ of a product. With an ever expanding and ever evolving digital environment, we come across such terminologies almost every day and often end up confusing one with the other.
When I started my first job, I remember signing in my attendance in the office’s ‘Attendance’ register and then signing out when I left in the evenings. At best, it showed that organizations had to trust their employees to enter correct attendance details. But at its worst, attendance registers were the bane of organizational productivity.
World over companies both small and large across all industries are adopting SaaS for deploying new applications and replacing legacy ones. However, organizations need to understand that they just don’t need to join the bandwagon, before taking the giant leap forward organizations need to take a step back and introspect. The need is to understand how HR SaaS solutions play an important role in the organisation’s future business growth and thus a need arises to understand how to they can make the most of it.
For all the money spent by organizations on web based HRMS solutions, there often remains a persistent and troubling gap between the inherent value of the technology they sign up for and their ability to put it to work effectively.
In today’s race of moving the digital way, the distance between technical promise done during sales and genuine achievement post the launch is a matter of grave concern.
As part of an organizational chart, HR looks like a formidable function- the immense task of linking people with processes and protocol is not an easy one. But in reality, HR systems sometimes work in independent silos, detached from core business and employee needs. This causes a lot of needless delays in paperwork, payroll processing etc.
Is your payroll software like an unwieldy piece of furniture- not the most comfortable to use but too heavy to move? Or is it a huge liability to your business?
You cannot hope to run a business successfully if your payroll is riddled with holes. It is what keeps the employees working and the business humming along.
Globally, Human Resource is almost a whopping $54 billion industry, according to the current research by the Everest group. It’s no surprise then that close to $14 billion of that pie has been contributed by one single vertical- HR technology. In just 2016, investments in this segment went past $1968 million globally.