HR Software Selection Myths Part 2

In the second part of this series, we’ll look at some more of People-Trak’s Software Myths and Legends (based on this informational article) from an onboarding perspective.


HR Department Job Loss

It’s understandable for HR staff members to feel threatened by the implementation of automation products. After all, there’s a long history in this culture of replacing people with machines that can do the job better, faster, and cheaper. But many organizations have a woefully understaffed, chronically overworked HR department to start with. Employers typically want greater efficiency and strategic improvement more than they want to cut their HR headcount. Automating a process like onboarding simply frees up HR to start using its own human resources more effectively. For example, HR staff can spend more time with each new hire making them feel welcome and comfortable instead of plowing through a stack of forms.

Implementation and Consultation Worries

As the folks at People-Trak mention, a small to mid-sized business shouldn’t have an excessively lengthy implementation for HR software. At Emerald Software Group, our onboarding software clients are typically medium to large sized businesses. However, there’s still a fairly modest time commitment involved for implementing the basics of Universal Onboarding (forms automation, policy acknowledgements, Payroll integration). Further interfaces can be phased in at a pace that is convenient for the client so that everything goes smoothly.

We do recommend collaborating with an HRIS analyst to speed things up. If you have an analyst on staff, that’s perfect. He or she will have a full understanding of your business, HR, and IT processes. If not, we can still work with HR and IT to make sure everyone is on the same page about things like system requirements and functionality. We’ve structured our onboarding products with ease of customization (such as look and feel) in mind. We also have a long list of interface solutions prepared for commonly used HRIS and Payroll applications. If you have non-standard back end systems, that’s fine too. We are always looking for more opportunities to expand our experience interfacing with new products.