I think it’s a generational thing but I still come up against (and what can sometimes be a crippling factor when deciding to move forward with a SaaS-based performance management product), the perceived dreaded implementation of HR systems. Can I just say for the record that it’s just not that hard?
With SaaS deployments in the double digits, lower upfront costs and higher acceptance levels by end users, HR needs to get comfortable with the tech upsides of online performance review systems and not get trapped in some misconception that the implementation of SaaS systems are complex and costly. If your vendor is proposing something expensive and complicated, keep looking for another vendor because the reality is it’s very straightforward. With some good old fashion questions and planning, HR can pull off a seamless implementation of your online performance review system.
Key Things to Remember When Implementing SaaS-Based Performance Management Systems
And make certain you negotiate all of the above into your contract. Be prudent and ask for transparency.
If you follow the basics above, you will be pleasantly surprised just how easy and uncomplicated this can be. There will of course be time to set up your company-specific preferences with your new product but even that can be easy if you know what support to expect (and if it costs anything).
At SpriggHR, we think the product should do most of the heavy lifting for you (e.g. upload your User data profiles). Contact us at www.sprigghr.com/contact and ask for your free copy of the Sprigg Implementation process that includes screen captures and descriptors on what to exactly expect… and there’s even a Critical Path.