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Top 6 Training Considerations for HRIS Software Deployment Planning

HRIS system deployment

Managing a global workforce presents a range of human resources challenges that an HRIS software solution can help mitigate. Uniform documents, consistent processes, and a centralized database with employee information makes it possible for HR managers to do their jobs more effectively. Employees also benefit from a user-friendly HRIS portal which provides a single access point for HR-related tasks.

However, even the best HR software systems are only as good as the people who use them. According to PwC’s Saratoga Institute, when used to its fullest potential, HRIS software can improve efficiency by up to 46%. Most companies want to see this level of improvement as fast as possible to justify the costs of implementing HR software. From the beginning, proper end-user training is the best way to ensure proficient use of HRIS system and to see the best return on investment.

Top 6 Training Considerations for HRIS Software

When deploying an HRIS system on a global scale, developing an international training program should be a top priority. Some of the factors to consider when building this plan include:

  1. Define training goals – The only way to achieve a desired outcome is to define it from the beginning. End-user acceptance and proficiency are obvious goals, but these are not the only possible training objectives. Identify the list of tasks that each employee should be able to complete at the end of the training, integrate methods for assessing their ability to handle those tasks and measure training effectiveness.
  2. Identify training materials – In some cases, existing training materials can be translated and adapted for global use. However, if these materials contain colloquialisms, slang, or other content that does not translate well to other cultures, it may be better to develop new content with global end-users in mind.
  3. Adapt for local needs – When training materials do need to be adapted, consider all of the locations where the HRIS software will be deployed. Plan to translate materials for each end-user location and perform in-context linguistic review to ensure that the localized materials are consistent with the locale’s requirements.
  4. Define roles and responsibilities – Effective global software deployment and training requires an organized team. Create a list of tasks and assign them to each team member with clear expectations and deadlines. Starting with a list of tasks will also help the team identify knowledge gaps that might be filled by an outsourced provider such as a global training consultant or localization expert.
  5. Be aware of change management issues – Convincing employees to adopt a new system is often challenging, but starting with a positive training experience can help employees be open to the new initiative. Talk to other departments about their experiences with software deployment. Identify the change management issues they encountered and learn from their mistakes and successes navigating social nuances within the company.
  6. Select a learning management system – If there is no existing learning management system (LMS) in-house, take the time to evaluate multiple options and select the one that makes the most sense for the company. Some factors to consider include:
  • Does it have content management system capabilities?
  • Does it have the ability to handle multilingual HR-related materials?
  • Is there an API for importing and exporting content for translation?
  • Does the user interface allow exporting of content for translation with a few clicks?
  • Can the system assess global training engagement?
  • Do the reporting tools allow comparison of module effectiveness across local languages?

The more training data an LMS can provide, the better the training program can be adapted to optimize end-user comprehension and adoption.

Most businesses approach the implementation of new processes and systems with an organized plan that includes training. The deployment of HRIS system should be no different. Start with a set of well-defined goals, use the right tools to implement the training, adapt the content for your global audience and measure success along the way. Create the program so that it can be modified as new locations are added or as new processes are introduced. If language translation of training materials will be required, work with a localization expert early on in the development process to ensure the deployment stays within budget and is completed by your deadline.

What are your goals for HRIS software deployment and training?

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