Founder & CEO, Acacia HR Solutions | Fractional HR Support for Small Employers (1-500 ees) | Founder DISRUPTHR Los Angeles | Myers Briggs & Hogan Certified
We do not typically see a September surge where our small employer clients do a lot of hiring to use up budgets before the new year. Here's what we see instead. In October we will see a surge where current and new clients are looking to switch their HRIS provider on 1/1 and realize they need to get an implementation going. Our Q4 is often really busy managing these implementations. In light of that, here are some of my best tips for planning an HRIS implementation. ➡ Start doing demo's now. If you aren't sure which platform you are going with, start demo's now so you have time to make a really good decision. ➡ Start the implementation as early as you can. Most of our clients are in the 20-75 employee range and we find that 2-3 months allows the best timeframe to ensure the implementation isn't rushed and the first payroll runs smoothly. ➡ If buying a full suite, do not try to implement all at once. Start with payroll/time and labor and then build out according to your business needs. We create timelines for our clients which helps us ensure each module is implemented successfully and to the fullest. ➡ Educate employees early and often about the new system, it's features and expectations you have around how they will use it. The more you talk about it, the better. ➡ Get help. If you have never done an HRIS implementation before, they can be a beast and the provider probably isn't going to give you all of the assistance you need. There are lots of things to think about so don't go it alone if you can help it. A new HRIS system that helps you automate much of your daily HR tasks can be insanely beneficial to a small employer, but if the implementation isn't handled correctly, morale and engagement can suffer. #HRIS #smallemployer #smallbusiness
