Purchasing new HRIS software is a big decision—so big, in fact, that it’s easy to forget about planning the implementation and training. But if your employees can’t use the new software efficiently, then your careful software purchase could end up being a big flop. Sufficient training will boost employee morale while also helping you realize the full benefits of the new software. Here’s how to do it.
Identify Operating Goals
What do you hope to accomplish with the new software? Enumerate goals like increasing efficiency, solving usability hang-ups, streamlining the onboarding process, and increasing productivity so you’ll know what you want to accomplish during the training process. With these goals in mind, you can design your training program to meet your requirements.
Do a SWOT Analysis
Before you implement your training program, do a SWOT analysis to identify the strengths, weaknesses, opportunities, and threats that training should address. Use the SWOT analysis to identify pain points and problems that may arise as well as the strengths of both your employees and the new software.
Plan Your Budget
Many vendors will include a specified number of training hours in the cost of the software. However, that may not be enough to ensure that your employees are comfortable with it. Find out how much the vendor charges for additional training hours, and work that cost into your overall purchase budget.
Choose Your Training Style
Training may be offered in a number of different formats. Consider which one will work best for your company and ask your vendor whether there is a cost difference for the various styles. Consider these options as you plan:
- Online Training—Online training gives employees the flexibility to schedule and plan their own training sessions. This is a good option for companies that already have some familiarity with similar types of software; however, if the users are unfamiliar with HRIS systems in general, they may need more direct oversight.
- Classroom Training—In classroom training, users learn directly from a software expert. In the classroom, they can ask questions, receive step-by-step instructions, and learn from the questions of others. Classroom training is often more expensive since it requires an onsite trainer, and it can also make scheduling more difficult.
- Self-Training—The vendor should provide training manuals and materials so that users can work through new procedures at their own pace. This also gives them a reference tool they can use when questions arise after training has been completed.
Your training program may include all three of these styles or others not listed in order for each user to feel comfortable with the new system.
After training has been completed, measure results with key performance indicators. These indicators may include productivity measurements, surveys, reports, or other metrics. The goal is to get plenty of feedback from users so that there won’t be any unpleasant surprises down the road.
As you research HRIS software systems, be sure to get detailed information about training options before you buy. The vendor should make training easy and cost effective, with different programs available to meet your business needs. By investing in the training process, you’ll get the most out of your new software while also giving your employees the tools they need to perform their jobs efficiently.