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Global HR System

Elizabeth Frank

Hi, I'm looking for recommendations please.

I work for a company of around 105 employees with around 75 in the UK and ROI and the remainder in Canada and the US.  We are looking for a global HR system and I have never been involved in the process of sourcing and implementing a new system so advice and guidance on what I need to do her would be much appreciated.

The Global system, ideally we would like one that works for both HR and provides self service functionality for employees and line managers with the ability to record Time and Attendance also with a reporting option.

Any recommendations would be gratefully appreciated.

Many thanks

Liz

  • Workday is a system used by a couple of the global organisations I worked for. Its a web based ERP system and is also self service.

  • Hi I think this is a big question.  I am about to embark on a similar journey, there are honestly so many options and there is also affordability factor to consider. I think the first step I will be doing is working out the requirements then try take it from there. I may seek some consultancy support as I suspect I may not be asking all the right questions.   

  • in reply to Kulwinder Kaur

    Hi  thank you for your reply.  This post if over 7 years old so may not get much response but we have more posts about HR Software and systems the the HR Software Forum .(+) CIPD Community Wishing you all the best on your journey.

  • Congratulations on exploring a new project and looking for a new system.

    I would step back from going straight to a named system and start with a few of the fundamentals of what you need. 

    Start with a specification. 

    What does it need to do, is it replacing anything (spreadsheets or another system), who are your stakeholders (it's not just HR) and how do you get them involved to tell you what they need from any system? How much budget approx do you have? Do you need a one stop shop of functionality or something that specialises and then integrates with other applications later? 

    Mapping the numbers of people in location and any specific needs those countries have will also help. 

    Check out some great sources of information in the market. Fosway is a great resource. 

    You can also find tools to help you develop a specification and a document that you can use to go out to tender.  

    Workday is one system, with a lot of other modules, but it might be too big for what you need. There are lots of other systems out there but if you start with a specification you can explore and meet them with your needs front of mind rather than being led by their sales pitch and what they offer which might not always align with your needs. Good luck. 

  • Hi  
    I work with HR tech and I have a 'Needs Analysis' Template I'm happy to send over.

    The key question before which system is "Why a system"

    • What HR system(s) do you currently use? (please include core HR, ATS, L&D, Payroll, Time, Surveys, Whistleblowing, Analytics, Gender Pay Equality etc).  Feel free to include excel, word etc in this.

    • What is on your needs list - problems you HAVE to solve?

    • What is on your wish list - in an ideal world you would have....?

    • What would you most like to improve or automate?

    • What is your timeline to get a new system?  (No good looking at a system that takes 3 years to implement and you want it live 1st Jan 2027)

    Full disclosure, I do work at a HR system and before that I was over 15 years in HR. I'm easy to find on LinkedIn and happy to help.

    I know sometimes its not so much about getting the right system, as avoiding the wrong one.

  • in reply to Deborah Rosén

    Lovely to see you here  it's been a while. Great points. The key to a good system implementation is a strong specification and I always advice that this works well when you involve key stakeholders upfront so don't leave IT, legal, compliance and some senior key business stakeholders out of that process. They have insights to gather and it helps to get buy in to the future change process. I would also look at mapping key processes or key needs in a bit more depth upfront. I think also researching using Fosway and Capterra is helpful. This post is an old one but it might still be useful to others. 

  • We will also be exploring and doing the same exercise and we too will look at what our current system is not offering what we need and then our wish list we will involve our facilities, payroll senior leadership team and partner by in.
  • in reply to Kate

    Such a great approach and it means you can get people aligned on the compromises they are prepared to make on getting to a new system from the off and it reduces the gap between the promises in the sales pitch and the realities of implementation. There are some great guides out there to help you do that, you can engage people like me who do this kind of work for a living to speed up the procurement process, and suppliers like Deborah and others are now much more open to sharing and running webinars on the process as part of their soft sales pitches which can all make it easier to navigate a very crowded supplier market. There are a lot of products out there. Having a great spec is the first step to finding the best fit for your organisation. Good luck.