The Top Six Problems with HR Software

As many employees within an organisation will be able to tell you, the successful implementation of HR software is far from easy. Findings from new research have deduced increased workload, lack of support from HR and inconsistency in implementation are the main concerns organisations are tackled with when considering switching to HR functions online or using automated software. These results discovered by Martin Reddington, a research fellow at the Roffey Park Institute and research associate of Glasgow Business School, in his report Transforming HR: Creating value through people, have the potential to impede the operation of any Human Resources software.

Unclear roles and increased workload

Nowadays line managers can feel overloaded due to the flatter structure of organisations and many see the breakdown of HR by the introduction of HR software as adding to their tasks and confusing their role. It is essential that organisations purvey the fact that although e-HR systems can lead to increased responsibilities, the main purpose of HR software is to benefit the organisation. Reddington believes “These increased responsibilities in HR management can lead to a climate of fear and mistrust driven by HR.” The key to solving this problem is to ensure management really understand the underlying principle behind the development of HR software and how new advances can be beneficial to them.

Inconsistencies in Implementation

When fully up and running it is possible for e-HR systems to achieve a huge number of tasks, however, it is unreasonable to expect line managers to be able to apply all of these advantages from the word go. It is important for HR software systems to be introduced gradually allowing managers to get used to certain features before they are confronted with new ones.

Alienation of HR

Without doubt, as e-HR systems are more commonly used by staff, there will be less contact with the HR department. This can cause alienation and mistrust among other workers who believe HR software is put in place solely to benefit the Human Resources department rather than the line manager or other employees. Peter Reilly, director of corporate consultancy at the Institute for Employment Studies, adds “Consulting with all parties when designing the system and communicating the benefits to everyone is vital.” It is also important to keep the old system in place until HR can be sure the new software will not place a burden on staff.