What Are the Main Criteria for Choosing HR Software?

An HRIS implementation project answers a real need for digital transformation and process optimization in HR.

There are several important criteria to weigh when choosing an HRIS:

The range of features and the ergonomics of the solution, which need to match the needs of the business and its target users (HR managers, employees). Mobile access, for instance, would be a must-have for end users who work in the field.

The tool's ability to steer HR activity and deliver reporting — using system data to extract decision-making indicators that help organize the work more effectively, for example.

The software's ability to integrate into your existing application landscape is a major asset. Already have solutions in place for accounting, finance, or business intelligence? At SIGMA-HR, we can set up APIs or exchange protocols to connect our solution with all your existing tools.

What Should You Prepare Before the Project to Get Implementation Right?

A successful HRIS rollout comes down to three essential elements: your needs, your objectives, and your context.

First, a precise specification document is essential to express your needs clearly — it helps us understand exactly what you're expecting.

Next, it's critical to clarify your company's objectives for the project.

Why do you want to implement this HRIS?
What's actually at stake for your organization?

That understanding lets the integrator tailor its approach to your context and recommend the best path for implementation.

The software integrator needs to understand your application environment to assess what interfacing with your existing systems will require. On your end, picking the right moment for this kind of change matters just as much.

Make sure you have a project lead and internal points of contact in place to keep the project moving and champion it internally.

What Are the Key Steps of an HRIS Implementation Project?

Launch

Launch brings together every project stakeholder. The goal: set the project's frame and objectives at a macro level. Company leadership needs to be part of this stage.

The integrator lays out its commitments on timeline and scope. Launch is the "starting gun" — a way of making sure everyone is aligned and moving in the same direction. It's also when the first workshops get scheduled and the people who'll be involved throughout the project are given a heads-up.

Design

During configuration, the goal is to set up and customize the HRIS solution based on the rules the client defined and detailed during the design phase.

Testing

During testing, the client validates that what they asked for has been correctly configured in the HR software.

Deployment

The final step, deployment, opens the HRIS up to end users and supports them through the transition.
User training runs throughout the project — during design, testing, and deployment alike — covering both administrators and end users.

What Factors Drive a Successful HRIS Rollout?

To set your project up for success, it's critical to get every stakeholder engaged in what is, ultimately, a multi-week human undertaking.

The project lead, the employees acting as beta testers, and company leadership all need to be engaged and available. Everyone should understand upfront the time and effort this will take, on top of their day-to-day responsibilities.

Effective governance — one that can make fast, sound decisions — matters just as much. That applies equally to your team and to our integrators, to keep collaboration smooth and the project moving forward.

What Happens After Implementation?

This is the "post-project" phase. Our team stays engaged to help resolve any issues that come up. You can also reach out to us about implementing additional modules beyond your initial scope.