4 problems HR managers face when selecting an HRMS tool

Digitalization has become necessary for a business to survive today’s world. It’s not merely because of unpredictable events, like the pandemic, but also because of increasing competition and the acceleration of innovation.

CEO of Institute for Human Resources Professionals (IHRP), Mayank Parekh, emphasized during the 2020 ASEAN that “both digital and business acumen…[while staying] grounded to the human aspects” were keys to a thriving future.

However, not all HR personnel in Singapore and Malaysia agree on the direction that a digitalization should take. They may assume that because the old ways have been sufficient all this time, digitalization is not urgent. That and several other issues, such as the adoption of HR tech, keep businesses to the use of pen and paper.

1.    Willingness to embrace change and new tech

The Singaporean government has grants designed just for businesses who wish to digitalize in the Go Digital program. However, some managers or business leaders may be unwilling to embrace new tech they’ve never used before.
This can pose a challenge when selecting an HRMS tool. If managers do not believe such a tool will be effective, they may not make a serious effort when vetting the different options available to them.
HR managers must be able to coordinate with the C-suite if needed, and recognize just how time-saving an HRMS tool can be—not only for employees, but for them.

2.    Available tech is expensive and doesn’t match Singapore needs

A big risk when bringing in more tech is that companies can become enamored with what’s new, developing the “shiny object syndrome.”

In this state, they prioritize the acquisition, but fail to correctly identify their needs and evaluate the usefulness of the software. It’s only after they’ve made the payments or signed the contract that they realize the software isn’t actually a good fit.

It’s a frustrating situation further aggravated by the fact that HR tech from foreign countries often come with heavy price tags, sometimes costing as much as hundreds of thousands of dollars per year. Considering that these solutions are neither priced nor designed with local companies in mind, it’s a very costly mistake that causes great hassle.

As intimidating as the problem seems, there are two simple ways to avoid this issue. First, companies should identify what they require in their HR software by consulting their leaders and staff before making a deal. Second, they must choose to partner with solutions providers that design their software for Asia Pacific clients.

Singapore is home to many tech firms, including many brands that are experienced in creating localized solutions for different markets. When businesses decide to opt for those with local expertise, they are more likely to find HR tech that’s affordable, yet localized, and therefore a better match to their needs and processes.

3.    Lack of tech skills needed

HR leaders say there aren’t enough tech-savvy workers in the labor force—and they’re right. For the economy to revive, Singapore needs an additional “1.2 million digitally skilled” employees by 2025, according to an Amazon Web Services survey.

Ideally, the HR manager should select a single solution based on their understanding of the business, implement it, and never have to switch again. After all, it will take time for employees to become savvy in navigating a selected HRMS tool. Anytime new technology is incorporated into a company’s tech strategy and rolled out, teams will need to undergo lengthy training exercises.

Upskilling and training might be time-consuming, but it is necessary to establish workforce resilience, wherein companies can withstand unforeseen crises on great scales. The events of the last year emphasized the importance of flexibility in times like these, especially since “health comes first before business” to quote John Antos, Vice President, Strategy & Marketing of ADP.

In these events, tech strategies and their implementation will be the difference between companies going into the red and those surviving, as we’ve seen in 2020. Investing in skills development and the right technology will help support any gaps in capability.

4.    Fear of low employee engagement with long-term remote work

Investing in technology should be part of a company’s long-term plan, not just a short-term strategy to wade out a crisis.
 
Studies show that the majority of employees want to continue working remotely. While the exact number varies, a minimum of around 60% of respondents prefer their “new normal.” Others report that as much as 80% of workers want at least a flexible arrangement between working at the office and at home.

However, HR leaders are concerned about productivity levels when their staff work from home. Will they be constantly distracted? Are there problems at home that would draw their attention away from work? Would being in a comfortable environment make them lazy?

When faced with these kinds of questions, firms should take a careful step back. The priority isn’t to micromanage how an employee works. Rather, the role of the HR manager—and, indeed, a HRMS tool—is to enable employees to function at their best no matter where they are.National Development Minister Lawrence Wong says, “We expect the vast majority of the workforce to continue to work from home.”

Digitalize to Show You Care

In Dell’s research, the majority of workers felt their company did not fully support remote work for the long-term, and lacked many facilities that could make a transition to remote or hybrid working simpler.

These included lack of mental health support, policies and guidelines that no longer matched current work situations, and a decrease in “employee engagement initiatives.” These can vary from regular one-on-one calls to effective means of communication to team bonding.

Emotional support is key to maintaining a mentally healthy workforce. It starts through little ways that make a great impact, like simplifying processes or regularly checking in on an employee’s emotional condition.

Embracing tech won’t change what HR is about—optimizing the satisfaction and condition of employees in the company. Rather, it helps HR leaders and the rest of their staff to dedicate their attention to human aspects of the role, such as smoothing over conflict, helping a talented employee upskill and gain expertise, or growing the company strategically in new markets.

Partner with a solutions provider that understands the necessity, the urgency, and the intricacies of local laws, and legal standards is a crucial step in addressing these. Once you bring in the experts, the journey to become a holistic digital company becomes straightforward and much less painful.