Main errors HRM of projects

Mismatch of strategy of the company

Before to begin control automation by personnel, it is necessary to estimate correctly perspective of development of the enterprise for the next five years. The more competently basic functional modules in a system will be configured and mastered, the tool for personnel management at company management will be more effective.

Lack of the accurate purposes

Any project begins about formation of the working group into which enter both representatives of developer, and representatives of a campaign of the customer. The most ideal is the option when such working group works jointly, understanding that the purposes at them the general. And problems begin in the absence of the accurate purposes from the customer, lack of a managerial will or powers for decision making.

Gap between methodology and implementation

The gap between methodology and IT implementation remains one of the main problems of HRM of implementations. The enterprises often independently or with involvement of business consultants develop methodology, register processes which are difficult for implementing then in an information system. Of course, for experienced specialists – there is nothing impossible. However, the methodology is farther from informatization, the more time will be required on additional developments, and the more expensive it will be to the customer not to mention that there is a probability of the subsequent failure from similar inventions and emergence of difficulties when scaling the solution and at emergence of new features. Implementation of serious information systems already means study business of processes at the highest level and their implementation in a system taking into account world experience and industry practice.

Use of outdated platforms

One more problem is connected with the fact that almost all specialized systems and self-written solutions presented at the market have monolithic architecture and cannot respond to the requests of fast-growing business any more. All the matter is that the architecture of these solutions became morally outdated, but the updated solutions on the outdated platform continue to finish and build them. As a result, there is a large number of errors, as during implementation projects, and in use a system. But in the market there are already systems constructed taking into account new technologies and it is necessary to move in this direction.

"Usual" settings

Very often data should be transferred to situations when HR records and payroll are conducted in different programs, manually and to check by means of a large number of the reports created out of programs, for example on paper or in Excel. At implementation of the new program the customer begins to insist on setup of all usual reports. Therefore it is necessary to trust the developer: if in the course of work any report nevertheless is required to you, then it can be configured. But, as a rule, you and so will have an excess number of reports which already enter basic delivery.

Parallel account

One more problem - desire of the customer "check" the program when after implementation "the parallel account" is used, the salary is calculated in the new and historical program. As a rule, data of such calculations do not match and it is necessary to look for errors of the historical program which can consist in not right rounding or not the correct calculation of an average, for example, when the value is calculated "hands" and so on. Search of such errors not only tightens project terms, but also leads to its rise in price.

Mismatch of expectations

Very often the companies face a problem of waiting of the fact that together with a system by itself both processes, and people in that organization where there is implementation will exchange. The companies need to understand that implementation of HRM will not solve all problems of the company, and in addition to directly automation still a lot of work directly with employees is necessary.