Why You Need More Than Just Vendor Support for HRMS Implementation

This blog is in response to HRMS World Blog on HRMS Implementation

So, you've read the HRMS World article on how to get ready for your HRMS or HRIS implementation, right? If not, go check it out, it's full of useful tips and tricks. But don't take their word for it, take mine. I've been a project manager at Paycom for years, and I've seen it all: the good, the bad, and the ugly of HRMS implementations. And trust me, you don't want to be on the ugly side. That's why I'm here to share some of my personal insights and real-world examples with you, so you can avoid the pitfalls and enjoy the benefits of your new HRIS system. Ready? Let's go!

Planning Your Implementation

Don't wait until the last minute to assemble your implementation team. As soon as you sign the deal with your HRIS vendor, you need to think about who you want on your side or even well before you sign. You'll have a vendor team to guide you, but you also need your own internal champions. These are the people who will be affected by the new HRIS system, either directly or indirectly. They can be admins, HR staff, executives, employees, or managers. But don't go overboard, you don't need everyone and their mother on your team. Just pick the right people who can help you with the project and keep them in the loop. You can always adjust your team later if things change.  The best implementations I see are ones that are concise, not too large and not just 1 person.  There is such a thing as too many cooks in the kitchen.  You should have all your stake holders represented, but be careful, you will be sharing sensitive information during some milestone meetings.

Change Management

Let's face it, change can be hard. Especially when it comes to changing your HRIS system, which affects so many aspects of your work and your organization. If we weren't convinced that change was usually beneficial, I'd probably still be using a pager rather than having access to the world's information in the palm of my hand with a smartphone.  Some people might embrace change, while others might resist it or even deny it. The article mentions four stages of change: denial, resistance, exploration, and acceptance. How can you help your stakeholders move through these stages and get on board with your new HRIS system? Communication is key. You need to keep everyone in the loop about what's happening, when it's happening, why it's happening, and how it's happening. You also need to provide them with the resources they need to learn the new system, and the opportunity to ask questions or share feedback. A good idea is to set up a dedicated email inbox for this purpose.

Hiring an HRIS Consultant

Now, you might be wondering: do I really need to hire an HRIS Consultant for implementation? Well, the answer is: it depends. If you're a small company or have a large HR team, and you're implementing during a slow season, you might be able to handle it on your own. But don't rule out the option of getting some expert help. Consultants, especially the ones from JPK Consulting Group, can make your life a lot easier. They know the ins and outs of your HRIS system, how the different modules work together, and what the vendor expects from you. They can also help you with the data migration and transfer process, which can be a headache if you don't know what you're doing. And the best part is: they have direct experience with your vendor. For example, all JPK consultants who work on Paycom implementations have worked as project managers at Paycom before. They know how to bridge the gap between you and the vendor, and how to ensure that you get the most out of your new system!

But wait, there's more. You might think that you don't need a consultant because you already have an implementation team from the vendor. And while they are usually really good at their jobs, they work for the vendor, not for you. They have their own deadlines, agendas, and priorities, which might not align with yours. They might not tell you about some hidden features, costs, or risks that could affect your HRIS success. They might not be available when you need them, or they might rush you through the process without giving you enough time to test, train, and troubleshoot. That's why having a consultant on your side can make a huge difference. They work for you, not for the vendor. They have your best interests at heart, and they will advocate for you every step of the way. They will help you avoid pitfalls, optimize your system, and achieve your HRIS goals.

Don't Navigate HRIS Implementation Alone: Partner with JPK Consulting

At JPK Consulting Group, we specialize in HRIS implementations that put your needs first. Our experienced consultants, many of whom have worked directly with vendors like Paycom, understand the complexities of the systems and the nuances of the implementation process. We work as your advocate, ensuring that every aspect of your HRIS project is handled with care, precision, and a focus on your business objectives. Don’t leave your success to chance—partner with JPK Consulting Group for a seamless and effective HRIS implementation. Contact us today to learn more about how we can support your business.