Selecting a vendor, starting an implementation and ‘going live’ make up the bulk of the Human Resource Information System launching process, but this isn’t all of it. After the standard integration and launch has been completed, there are other tasks through which implementers may need additional support. Businesses and consultants can take this time to review documentation and progress to see how efficient the process has been so far.
One of the main goals of a well-functioning HRIS system is to train users to effectively run processes themselves once the framework has been established. To this end, training can be a crucial part of the implementation, but there should also be a sufficient amount of support once this phase has ended to guarantee that the operators will continue to have advice for using the system in different ways later on.
A post-implementation review can also highlight some of the key parts of the process and what the system has accomplished. Anyone reading this document could compare the two versions of HRIS used to each other and read a possible outline of the best future actions to ensure further performance, including target dates and specific goals.
Since the HRIS implementation could involve many critically important modules, perhaps all at once, breaking down each section and reviewing it could give assurance that the entire system has been started correctly and all of these processes are ready for use within the HRIS. As stated in a previous post, these could include regularly scheduled functions like performance appraisal, benefits, attendance and compensation.
Performing a proper review at the end of the HR software implementation schedule will end it on a positive note and give HR professionals and administrators some tools for the future.