People-Trak has an educational pdf available about HR software myths and legends. It offers a look into the mindset of the inexperienced software buyer. It’s definitely a thought provoking piece and worth a read. Here are some of the highlights along with how they apply in the field of onboarding software.
HR Software as the Unlimited Problem Solver
Just as HRIS won’t make all your blues go away, an onboarding system isn’t guaranteed to eliminate snafus. Not every software product for new hire onboarding is created equal. You need one (like Universal Onboarding) that will enforce rules regarding how each data panel is completed. Otherwise, HR will still spend hours dealing with exceptions in new hire forms. You also need to take a close look at all the policies you have new hires sign off on during onboarding. Your software can support you in collecting acknowledgements, but it won’t protect you from litigation if your policies are not compliant with labor laws.
HR Software Complexity and Expense
It is possible to overspend on HR software – if you don’t understand what you need. You should review both the actual functions of an application and how each function dovetails with your organization’s business strategy to determine whether a product is worth its price tag. For example, onboarding that enhances compliance and automates processes has a high value for any business. With SaaS options and a fee based on a “per new hire” schedule, the costs are minimized without sacrificing quality.
Extensive HR Training Requirements
People-Trak suggests that HRIS software should be designed to simply automate tasks and therefore should require little training. We agree that a well-designed system should be easy and intuitive to use. But it’s not true that automation is all an application should offer. If a software product does not actually improve the way you carry out HR processes, it’s probably not a Best of Breed solution.
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