The Short Answer

The Reality of HRMS Choices in India

There are a lot of HR tech, or what we call as the HRMS solution providers available in the market in India today.

Quite a lot of them are overseas based, and you can subscribe to them sitting in India.

Why Organisations Learn HRMS the Hard Way

Now, when we look at an HRMS product, or if we want to buy a HRMS or implement an HRMS solution in an organisation, our experience has shown that it is always the third or the fourth time that an organisation actually ends up buying the product or subscribing to the product which helps them see business value as an organization.

our experience has shown that it is always the third or the fourth time that an organisation actually ends up buying the product or subscribing to the product which helps them see business value as an organization

So, what is the reason for such high a high or long learning curve and why are such high amount of learning resources being put that one gets a product for the first time, get a product for the second time, and either it is cracked the third time or the fourth time?

The Core Reason

It is basically the implementation systems and actually understanding the need.

Replacing Excel with HRMS

One of the key things that we end up doing is replacing an Excel with macros with an HRMS solution.

One of the key things that we end up doing is replacing an Excel with macros with an HRMS solution.

That’s a decision you need to take, whether that is what you want to do.

If that is what you want to do, then you need to be aware that this will have a life cycle.

You can run it for one, two, three years at max, beyond which you will need to change.

Understanding Organisational Dynamics

Similarly, what you need to understand are the dynamics of your organization.

When we say HRMS, the “S" is solution, it is meant to run certain processes in a particular fashion.

Subscription Models and Adaptability

Subscription-based models are very good, but what you need to understand is how adaptable are they to your organizational needs.

Even organizations performing the same business activity will have different way of managing their inputs.

That is what is the USP.

If you are having a different way of managing employees from the industry, you obviously cannot have the same software to manage your employees.

Why HRMS Is Not Like Accounting Software

Because the software you are procuring as an HRM is meant for managing humans.

It is not like managing the Indian GAAP, it is not like you will have some accounting standards and you need to develop a software and is going to manage all these accounting principles in a particular fashion.

No SOPs for Managing Humans

There are no written SOPs for managing humans, which means, you will have certain basic understandings or similarities, but the software should be able to adapt to the needs of the organization.

There are no written SOPs for managing humans,

There are no written SOPs for managing humans

Where Organisations Go Wrong

That is what is another error that a lot of organizations end up making or realizing that the adaptability or the change the organisation wants is somehow not available in the software they have taken.

That is what is another error that a lot of organizations end up making or realizing that the adaptability or the change the organisation wants is somehow not available in the software they have taken.

And eventually the organisation ends up getting into the third or the fourth cycle of trying to find an HRM solution.

How Can This Be Avoided?

How can we avoid it?

A very simple point, planning.

The Role of Planning

If one were to invest a lot in planning, understand the need, get an expert, understand the business outcome, what you want to do, how you want to do, and chart out a plan.

That plan could include getting a temporary solution for a couple of years, then getting an advanced solution, or it could even include a planned way of doing first HRMS, second HRMS and third HRMS.

But it will involve the transition phases, so that the wastage of resources is not there.

Who Is the Real HRMS Expert?

Who is an expert for HRMS?

Based on our experience, we understand that the experts who will really get you a wonderful HRM solution are not the IT people.

They are not the people who are business analysts.

Why HR Domain Expertise Matters

It is a human resource professional.

They are the ones who understand how a process needs to run in the HR domain.

You need domain expertise.

You don’t need technical expertise.

You need domain expertise. You don’t need technical expertise.

What Actually Makes HRMS Successful

The way HRM solutions are designed, they are smart enough for any smart person to be able to understand and use them.

What you need is a person who is a domain expert in human resources

What you need is a person who is a domain expert in human resources to be able to tell you that these kind of solutions that you want will be best understood and suited by these kind of products.

That is what will make you a successful HRMS implementation organization.