Prioritize your needs and pain points before choosing new HR software.
Based on your analysis of the business strategy in step 1, it’s now time to bring the focus down to the HR and people level. What parts of the organizational strategy can HR most directly impact? Within that, where are the greatest gaps?
The HR department can add value and bring answers to a number of key strategic business areas. Articulate and refine your talent goals by mapping possible HR objectives to the main business goals you identified earlier. Below is an example of what this could look like:
Reduce costs
1. Decrease turnover or increase employee retention
2. Reduce vendor or labor costs
Increase productivity
While there will likely be many areas where HR could contribute, prioritizing your goals will help you first find solutions that correspond to your organization’s most pressing needs. Just keep in mind during this process that having a separate solution for every requirement could be costly — not only in terms of financial investment but also in the loss of insights and analytics you could have gained through a centralized HR suite.
👉 Looking to attract and hire the best talent, to find new sources of growth for your organization? A Talent Acquisition solution may be what you’re looking for.
👉 Seeing high employee turnover and struggling to develop your people? You’ll need a Talent Management solution.
👉 Do you see a need to reskill and upskill your people to reduce the long-term cost of hiring? Look up Training Management and LMS tools.
The good news is that you can get all this in a complete suite. This ensures you’ll keep your data centralized throughout all HR processes, including talent acquisition, talent management, employee L&D, and all other administrative duties.