Build your HR tech stack with the right solutions
When choosing the best solutions for your HR tech stack, assessing the existing technologies in place and the gaps to fill regarding core HR functions is essential. An HR tech stack should include the following components:
- Human Resources Information System (HRIS)
- Payroll System
- Benefits Administration System
- Leave Administration System
Every business is different, with unique needs, policies, compliance requirements, and approaches to managing people. It’s important to apply your lens when shopping for the right HR software for your organization. The steps below will guide your approach to this process.
1. Audit your processes
Evaluate your existing processes and systems for managing your workforce. Identify what is working well and the bottlenecks holding your team back. It’s helpful to outline lists for your “must haves” and “nice to haves” to establish a baseline for your search. Assess what features and functionality will be needed in the future if you have plans to scale.
2. Evaluate the user experience
Dig into the user experience during product demos. Consider the point of view of your primary user groups, which may include your HR team, supervisors, and employees. Don’t be afraid to test out your use cases immediately to ensure the system meets your initial requirements. Other factors to consider are the types of support the software provider offers, the implementation stages and timeline, and the overall ease of adoption.
3. Understand integration capabilities
Your HR tech stack should offer a collective experience to both administrators and employees. When your systems integrate, employee data flows seamlessly throughout your software solutions, reducing the costs and effort of maintaining data in multiple places. For example, a leave management system that integrates with your HRIS or payroll system, will equip your HR team to automate responsibilities such as determining eligibility, providing notices to employees, and hour tracking. Be specific and ask if the software provider can integrate with your current technology. It’s also essential to understand how your software vendor approaches integrations. When it comes to leave management software, some vendors offer these capabilities but don’t own the setup effort and costs. In contrast, others take on the responsibility to set up and facilitate ongoing maintenance of these integrations.
4. Think long term
While your current business needs are driving the decision, the future vision of your company is just as important. You want to implement a sustainable, adaptable solution that will improve your HR function over time. One solution may have more shiny features, but the pricing model may not make sense as you grow. Another solution may show less maturity but have the integration capability to align your tech stack and simplify the user experience. Consider this decision as a partnership for the next decade and weigh your requirements accordingly.
5. Leverage feedback for improvement
You’ve made a decision and implemented a new technology solution into your HR tech stack. Now, the feedback loop is your best friend. Collecting qualitative and quantitative data will optimize how your company uses the software. Leverage the system data to analyze how it is being used with feedback from your administrators and employees. If you’ve chosen a relationship-oriented vendor for your solution, communicate your findings and suggest improvements. With an open feedback loop going both ways, the software will continue to provide a return on investment.