Implementing compensation software is not easy. In most projects you will find the following issues:
1) The employer’s job and employee data are not clean. Errors exist in reporting relationships, job titles, or grades. Or there is data missing in fields that are critical.
2) The time it takes to do the implementation extends beyond the initial estimate. Especially if the current compensation and HRIS team members must do their day jobs AND the project, it always takes longer than expected. And more time means a higher cost.
3) The functionality of the system is never fully utilized. The reporting is often what sells employers on compensation software. I’ve seen few employers who utilize the reporting in the extensive way it was shown in the demo.
4) The compensation-related processes used currently aren’t optimized prior to the software being implemented. This causes the unneeded steps and handoffs to be continued within the new software tool. Including a process review, updates, and change management into the implementation plan is necessary to get more out of the investment.
Employers can fix these things proactively if they choose to partner with a consulting firm like Prosper Consulting. We are experienced HR and Compensation professionals who know what it is like to juggle software implementation and day-to-day compensation work.
Our fees aren’t as high as those of the larger consulting firms.
We have worked with different compensation software tools. We know the common problems and how to fix them.
Let’s talk so you can have the right resources assigned to the daily comp work and the software implementation project. We care about the timeline, stakeholders, budget, and have a focus on quality. Just like you.
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