This document outlines 7 steps for choosing the right HR software: 1) Define scope and requirements, 2) Build a business case, 3) Evaluate usability, 4) Ensure integration across HR processes, 5) Leverage analytics and reporting, 6) Enable self-service, and 7) Consider costs and ROI. The document provides guidance on factors to consider under each step, such as user experience, mobile access, reporting capabilities, and financial impacts. It also introduces CoreHR as a provider of HR and payroll software solutions.

1. Choosing The Right
HR Software
7 Steps To Success

2. • Established organisation, over 30 years experience
• Providers of world class software
• SAAS HR & Payroll Software
• Talent management, employee engagement, HR,
payroll and workforce management
• Over 350 employees
• Growth on growth
• Global outreach
CoreHR Company Overview

3. Getting Started
1. Define scope and requirements
2. Build your business case
• Identify KPI’s
• Evaluate the opportunity – Transactional & Transformational
• Measure the opportunity
• Define the benefits/KPI’s for each stakeholder
• Get ‘buy-in’ internally

4. 7 Steps to Success

5. 1. Usability
 Is the system user friendly? - Employee
engagement is key
 Terminology to suit your global workforce?
e.g. multilingual
 Mobile?
 Device adaptable?
 Training methods?
“Organisations are looking
for ease of use and 40% are
willing to sacrifice technical
features for a single vendor
solution”

6. 2. Integration
 Does your software bring all your processes
together in a single portal?
 What solutions across the employee lifecycle
do you support?
 Does HR speak to Payroll?
 Does T&A speak to HR?
 Is there seamless integration from HR into
finance systems?

7. 3. Analytics
 A fully integrated system will allow you to
find all your data in one place
 Does your solution have an out of the box
reporting suite?
 Is it easy to configure reports?
 Do all departments get what they need from
these reports?
 Are your reports mobile?
“88% believe making
decisions quickly based
on real time data is
increasingly important”

8. 4. Self Service
 Will the system eliminate your top pain points?
 Will the system guarantee legislative compliance?
 Mobile?
 Ease of use?

9. 5. Entire Lifecycle
 Attract the best people
 Engage from day one – on-boarding
 Learning & development
 Performance/Talent/Succession Planning
 Compensation/Promotion
Hire
Inspire
Admire
Retire

10. 6. Costs….
 How long will it take to implement and what are the associated
consultancy costs?
 How much does it cost per license, per year?
 Are there any financial costs attached to decommissioning current
software?
 Do you need to update IT applications for compatibility with newer
software? If so, what’s the cost?

11. 7. ROI….
 Measure KPI’s v’s Performance in new system
 KPI measurement:
• Time in motion - delays, hand-offs, opportunity
costs
• Recruitment effort
• Administrative burden
• Elements for change

12. Key benefits for each stakeholder
• Devolving not losing
control but delegating
• Reduction in manual,
iterative tasks
• More strategic HR
• Increased visibility
• Increased control
• Increased
empowerment
• Employee
engagement
• Increased visibility
• Increased self
empowerment
• Quicker responses
• Reduced costs
• Less HR transactions
required
• Increased
organisational
efficiencies

13. CONTACT US:
Phone: +44 (0) 121 456 2192
Email: sales@corehr.com