Aug
11
Written by:
keni
8/11/2009 8:35 AM
Change is difficult; particularly when it involves software systems. To make changes to existing systems, organizations usually have to consider the following:
1. Cost of training
2. Downtime in cutting over to a new system
3. The stabilization period that is typically inevitable in new systems
4. Effect on the ecosystem of integrated systems that have come to rely on the erstwhile system (availability matrix)
5. Possible loss of customers
6. More Cost
With a right decision the first time, most of these negative effects can be bypassed. Here we look at the considerations when choosing an HR and payroll system; you should criticize on the following points among others:
1. Insist on a thorough demo. It’s even preferable if your vendor has a hosted demo you can discuss with your colleagues and see if it meets your need. Many organizations forgo value for money by buying hr and payroll systems from "big name" vendors. Truth is, big name vendors probably made the name from selling other products and not an hr system.
Your watchword should be: if it's that good, it should have a demo.
2. Total cost of ownership: software systems are not necessarily as cheap as they appear. Once a system is acquired, you usually have to include the license into your annual budget. Some vendors require you license at 50%-100% of initial cost. Sometimes your company have to pay for these consultants' lodging and travels.
3. Integration point: Do this system help your other needs? Can you export/import data as needed? Can you easily integrate with other systems?
4. Ease of use: Modern systems are distributed. Make sure your business chooses a system that is easily deployed, preferable web based. This can dramatically affect the total cost of ownership. With modern web based systems everywhere, make sure to choose a system that is easy to use. From experience, I know really big HR systems that give you four or more painful steps to print a payslip. A fresh example was a situation where users had to write a near sql expression to specify the payslip date.
5. Support: Seal the cost of support before buying. Agree on an SLA. Many software vendors don't have local partners to support their applications. This ends up as extravagant support procedures.
6. Complementary software licensing costs: Do you have to spend millions of dollars on your database and database server licensing. Other applicable costs may be application server costs, reporting tools etc. Remember to factor this into the total cost of ownership
7. Scalability: Do your application easily support more load? What is the cost impact of buying additional licenses?
8. local support: Once again, be sure support is available locally, even if the vendor have a local partner supporting one of it's many other products.
9. Call for multiple quotes and demos. This will help you choose the best HR/Payroll system out there.
NB: HR and Payroll management with Oxus delivers value for money. Acclaimed best value for money with a right price
for every organization.
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