4 reasons why HR managers "lose patience" with HRM software
HR departments in many businesses are increasingly less satisfied with their current HR technology, despite the many benefits existing software offers. This is the result of Sapient Insights Group's annual survey on Human Resource Management System for the period 2022-2023, with data collected from the responses of 2,500 small, medium and large companies on satisfaction levels. their HR management platforms.
The survey says user expectations have changed in 2022 from previous years as "organizations are dealing with a new set of challenges with higher expectations for public solutions providers." turmeric". In 2020 and 2021, businesses said they were satisfied with their software provider, but in 2022, overall satisfaction with the vendor has dropped by 7%, and user experience using the software has decreased. Human resource management software has also decreased by 6%. The survey also mentions that users are particularly less satisfied with the Training, Rewards, and Data Analytics features (with satisfaction reduced by up to 15%).
So what is the reason why businesses are increasingly dissatisfied with human resource management software? The survey delves into four key reasons:
1. Too many unnecessary functions cost money
Cost is one of the first factors that reduce user satisfaction. A medium sized business shared: in order to optimize the company's recruitment process, their recruitment software required a lot of add-ons, thus costing due to many things. correction arises. Although current human resource management software often charges monthly, according to the number of employees used, but the features available in the software are still incomplete. Therefore, businesses will have to pay more to install more specific features, necessary for each company.
2. Poor customer support service
Two-thirds of businesses surveyed by Sapient currently have no plans to change the HR software they are using, but all note that the quality of customer support service will be one of the most important factors. key reason if their plans change (other reasons include scalability and the ability to migrate data to the cloud from on-premises systems).
In addition, some other issues that are responded to by HR software users include:
- The software does not support the administration of multiple sub-organizations under one parent company
- The software upgrade takes place quarterly, the frequency is too frequent, affecting the work of users
- Issues must be resolved by a technical team rather than a customer care representative, many simple problems can take up to a week to resolve due to lack of common ground
3. Features in the software do not meet the professional needs of HR
As the HR market landscape changes, a number of new features need to appear in HR software to meet the adaptive needs of businesses, such as remote work management or multi-form payroll. diversity. However, not all HR software today offers these features. In addition, some standard features in the software are also desired by users to improve better. For example, 40% of customers surveyed in 2022 want their company's human resource management software to have better reporting functions, an increase of more than 30% compared to 2021, according to Sapient's research.
Another factor to consider is whether the software meets the business needs. According to the survey, the responsiveness of HR software has decreased from 82% in 2021 to 73% in 2022. Some reasons why businesses are not satisfied when using HR software are the flexibility still has many limitations and the job evaluation function does not really represent the capacity and results of the efforts of the personnel.
4. Deployment issues from limitations in tool usage training
According to the survey, more than 300 businesses have implemented a human resource management system in the past two years, with 60% of them deploying core HR software, 53% only implementing a payroll system, and 47% only deploying a payroll system. Deployment software. Some implementation tasks, such as change management, project management, and data setup, are typically performed by internal company employees while other technical tasks (e.g.: strategy, configuration data, training) will be handled by the software vendor's team or by a third-party implementation specialist.
Software deployment time can vary from a few weeks to several months or longer, depending on the number of employees, features and unique needs of each business. While a successful software implementation is always a top goal, this goal is not always fully accomplished. In fact, according to a survey by Sapient, issues related to the implementation process are considered one of the top reasons why businesses are not satisfied with the current HR software and want to change to a new one. other tools.
A big problem in that is related to the training of software for end users - HR department and internal personnel of the enterprise. When learning a new tool, it usually takes a while for users to get used to it, but if the software implementation unit does not actively support, give feedback, and train corporate personnel, this familiarization process It will be much more time consuming and difficult. Sapient's survey gave the figure: 28% of businesses surveyed said they were not satisfied with the lack of training for administrators, 27% of businesses were not satisfied with the lack of training. training and support for end users.
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With the rapid development of the world, today, many businesses have begun to apply technology to human resource management to serve the needs of cutting costs, expanding scale and improving services. . This move has almost completely changed the practice of human resource management. According to research compiled by the American Society for Human Resource Management (SHRM), businesses that successfully apply technology solutions to human resource management have a higher rate of effectiveness than those who do not. enterprises with traditional human resource activities.
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