Taking on a new Human Capital Management system project requires careful planning and execution to achieve success. While the software is critical, collaborating with experienced HCM implementation advisors is just as crucial. Industry consensus underscores these advisors' pivotal role—they can genuinely impact whether your HCM initiative succeeds or fails. Their know-how and direction substantially impact the planning, customization, testing, and launch stages.
Beginning your endeavor necessitates a distinct definition of aims, practical necessities, and prosperity gauges. Setting up upfront lucidity regarding the backing expected during actualization and the critical execution markers (KPIs) for estimating results extraordinarily encourages discovering the proper match. This includes:
Consultant fees cannot be ignored as a consideration. However, focusing only on reducing costs can be counterproductive. Choosing the lowest bid may seem like a good choice initially, but it could result in insufficient expertise and shortcomings that derail project goals. Emphasizing cost excessively frequently compromises project achievement, as low-cost partners may sacrifice quality.
Rather than concentrating solely on cost during the Request for Proposal (RFP) stage, a thorough evaluation of potential consultants based on relevant factors (e.g., experience, services offered, client success stories) is paramount.
Critical Criteria for Evaluating HCM Implementation Consultants
During the evaluation process, critical areas for scrutiny include:
Steer clear of common pitfalls to ensure smoother implementation:
A lack of engaging pertinent internal stakeholders for complete participation in providing input can lead to issues. Not establishing an organized selection process grounded in predefined principles could cause concerns. Not explicitly detailing the inclusions and exclusions of tasks may lead to uncertainty. Insufficiently verifying the availability of resources for execution poses risks. Not conducting thorough reference validations beyond superficial satisfaction surveys limits perspective.
When selecting the ideal partner, finalize the specifics in an extensive agreement covering:
In summary, prioritize these considerations when evaluating potential partners:
Clearly define what functionality is needed, what resources will be required, and expected timelines. Thoroughly evaluate consultants based on their expertise, services, methodology, and past success rates not just cost alone secure approval from executives after conducting comprehensive due diligence. Objectively evaluate options using a scoring matrix approach. Ensure designated implementation resources will be available. Conduct thorough reference checks focusing on previous communication processes and the flexibility shown. Formally outline all expectations in a comprehensive agreement before work commences.
Through thorough research and evaluation, you can find the perfect partner to help achieve your human capital management goals and encourage participation. Careful investigation allows identification of the collaboration most likely to realize your vision for managing human resources productively while promoting acceptance of needed changes.
As a full-service HCM consultancy, Ignite HCM guides companies through the entire system selection, implementation, integration, change leadership, and support continuum based on industry best practices and its proven methodology. With experts in long-term HCM optimizations and robust services spanning strategy, payroll integrations, and training development, Ignite HCM enables organizations to realize maximum ROI from their workforce management technology investments. Ignite HCM is a Certified ADP Partner. Learn more about envisioning success at www.ignitehcm.com.
