According to Naomi Lee Bloom to evaluate the HR solution one has to bring an investigator-reporter mind set to the process and add a bit of software archeology.
The most important aspects:
1. Functionality (what the product does),
2. Architecture - how it does it (the logic model and the architecture are very hard to discover, it tells you a lot about whether it is affordable, if it is easy to deal with and about the future of the product).
Always remember that if your vendor offers its own Best Practices, you sign up with those practices as well and should try to go along with that. Therefore, it is important to identify the areas where you have to be unique.
It is extremely important to look “under the covers” – this will give you a clear idea what you can configure and what not, it will reveal the nuances of the vendor’s approach to HR and whether it matches with yours.
It is also important to evaluate the vendor as a company:
People – leadership team, what talent it attracts.
Corporate culture – does it attract the best and the brightest?
Naomi gives a very valuable advice for strategic analysis – business strategy analysis or software requirements analysis. It should be:
Rich, Rigorous and Robust.
No comments:
Post a Comment