T H E C O M P L E T E
HRIS Buyer's Guide
4
What to look for in a payroll and
HR solution and partner
The partner you invest in is just as important as the technology itself. An HRIS solution impacts all
areas of your business, so you need to know that when push comes to shove, you have a technology
provider who is there to support your business.
Whether it's a period of rapid growth or sudden changes that come with extraordinary events like the
COVID-19 pandemic, you should be confident that the tools you're using will help you manage your
workforce and your partner will be there to guide you through the process.
Here are six considerations that will help you get the most out of your tech
and relationship with your vendor:
1. Can you manage the entire employee lifecycle?
When evaluating and selecting an HRIS, it's important to know if the solution is integrated with
one data source or maintains a separate data source for payroll, HR, and time and attendance.
When your solution is fully integrated, your data will always be accurate and there will be no lag
time in data changes or reporting.
2. Do you have robust reporting capabilities?
Reporting is where you'll get real value in an HRIS solution. It provides data insights for workforce
management and decision-making within your organization. Check to make sure that the data fields
you need are reportable.
You should also expect a large library of out-of-the-box reports and be able to easily create your
own reports. Being able to schedule the delivery of reports to your executive and management
teams will save you time and streamline your processes.
3. Can you tailor the system to meet your needs?
Your organization is unique, so be sure to look for a solution that can be configured to meet your
business processes and requirements. Ensure that your implementation includes a process review,
configuration that streamlines and automates your processes, data conversion, a full training
program, and rigorous testing of the solution before it goes live.
Only 44% of organizations
have gone through a recent
technology transformation in
the last five years. The payroll
technology being used in
particular is often outdated
with limited functionality.
SOURCE: CPA, FUTURE OF PAYROLL
