The journey to implementing a new Human Resources Information System often feels like a marathon. By the time the system goes live, companies are eager to see results. However, go-live is not the finish line—it’s just the beginning. Many HRIS projects falter post-implementation due to a lack of planning, insufficient support, and inadequate follow-through.
This blog explores common reasons why HRIS projects fail after go-live and provides actionable solutions to ensure long-term success.
1. Lack of User Adoption
The Problem: A shiny new HRIS is useless if employees and HR teams don’t use it effectively. Poor training, confusing interfaces, or resistance to change often lead to low adoption rates.
Solution:
Provide Comprehensive Training: Offer role-specific training to ensure all users understand how to leverage the system for their needs. Use a mix of in-person sessions, video tutorials, and written guides.
Promote System Benefits: Clearly communicate how the HRIS improves daily workflows and contributes to organizational goals.
Identify System Champions: Select enthusiastic employees to act as go-to experts, providing support and encouragement to their peers.
Gather Feedback: Regularly collect user feedback to identify pain points and address them promptly.
2. Inadequate Post-Go-Live Support
The Problem: Many companies underestimate the importance of post-implementation support. Without timely troubleshooting and ongoing assistance, minor issues can escalate and derail the system’s success.
Solution:
Secure Vendor Support: Ensure your vendor provides robust post-go-live support, including clear escalation protocols and defined response times.
Partner with Experts: Engage a third-party consultant like ROCKCREST to provide additional support, system audits, and optimization strategies.
Establish Internal Help Desks: Train internal IT or HR staff to handle common issues and escalate complex ones to the vendor or consultants.
3. Failure to Align System Capabilities with Business Goals
The Problem: Post-go-live, organizations often focus on day-to-day operations and lose sight of the strategic goals the HRIS was meant to achieve.
Solution:
Set Measurable KPIs: Define clear key performance indicators (KPIs) tied to your HRIS goals, such as reducing onboarding time or improving data accuracy.
Regularly Review Goals: Schedule quarterly or biannual reviews to assess how well the HRIS supports your business objectives.
Leverage Advanced Features: Many systems include tools for analytics, reporting, and workforce planning. Ensure these features are utilized to drive strategic decision-making.
4. Neglecting System Maintenance and Updates
The Problem: Over time, systems can become outdated or misaligned with organizational needs if not regularly maintained and updated.
Solution:
Schedule Regular Audits: Conduct periodic system audits to ensure data accuracy, evaluate user access, and identify unused features.
Stay Current with Updates: Work with your vendor to implement updates and new features promptly, ensuring your system stays secure and functional.
Plan for Scalability: As your organization grows, ensure the system is configured to handle increased complexity or additional users.
5. Insufficient Data Management
The Problem: Poor data quality can undermine the effectiveness of an HRIS, leading to inaccurate reports and bad decision-making.
Solution:
Establish Data Governance Policies: Define clear guidelines for data entry, validation, and access control.
Cleanse Data Regularly: Schedule routine data cleaning to remove duplicate or outdated information.
Train Users on Data Integrity: Educate employees about the importance of accurate data and how to maintain it within the system.
6. Overlooking Change Management
The Problem: Many companies focus heavily on the technical aspects of implementation while neglecting the human side of change management.
Solution:
Communicate Early and Often: Keep employees informed about what’s changing, why it’s necessary, and how it benefits them.
Address Resistance: Understand the reasons behind resistance and address concerns through targeted messaging and support.
Celebrate Successes: Highlight wins and milestones to build enthusiasm and confidence in the system.
7. Not Utilizing Available Analytics and Insights
The Problem: Companies may not fully utilize the analytics and reporting capabilities of their HRIS, missing opportunities for data-driven decision-making.
Solution:
Train HR Teams on Analytics Tools: Ensure HR professionals understand how to use the system’s analytics features effectively.
Integrate HR Data with Business Strategy: Use HR insights to inform broader business decisions, such as workforce planning or diversity initiatives.
Create Dashboards for Key Metrics: Develop dashboards that track critical metrics in real time, providing visibility to leadership and stakeholders.
Conclusion
Go-live is just the beginning of your HRIS journey. Success depends on consistent effort to drive user adoption, maintain the system, and align it with your strategic goals. By addressing common post-implementation challenges proactively, you can ensure your HRIS delivers long-term value and supports your organization’s growth.
Need help optimizing your HRIS post-go-live? ROCKCREST offers tailored solutions, from user training to system audits, ensuring your HRIS performs at its best. Contact us today to learn how we can support your success beyond go-live.