In a constantly evolving HRIS market, the choice of a comprehensive human resources management solution represents a major strategic investment for companies. Given the multitude of available offerings (PayFit, Silae, Lucca, Cegid) and proposed functionalities (time management, recruitment, training), it becomes crucial to structure your selection process.
Selection criteria must not only integrate current needs in terms of automation and employee experience, but also anticipate future organizational developments. Expert support during this evaluation phase optimizes the investment and ensures successful implementation of the HRIS project.
Selection Support: Choosing the Right Solution for You
Since 2005, Althéa has made its HRIS selection assistance offering a cornerstone of its value proposition. The selection phase is crucial for:
- Adapting the solution to current and future needs: Organizations evolve rapidly. A well-structured statement of work ensures a response to short- and medium-term challenges and long-term scalability.
- Preparing the project: Ensuring team mobilization, input preparation, planning framework, and data and change management. The selection assistance phase is critical for enabling the various project stakeholders to understand the activities under their responsibility (RACI) and associated workloads.
- Paying the right price: While conducting a tender allows for comparison and negotiation, we pay particular attention to ensuring that the final purchase is balanced at a fair price for both parties, otherwise the market is not viable in the long term.
Choose the right HRIS solution!
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To address this critical phase, we have built our offering around 4 essential elements
Considering your DNA and environment: choosing your HRIS
We never forget that we contribute to building our client’s solution. Thus, throughout the mission, we strive to immerse ourselves in your world, your organization, your challenges, and your strategies so that the entire project reflects you. Our commitment to objective and personalized advice ensures each client receives a solution tailored to their specific needs.
Capitalization of benchmarks: a foundation of knowledge
At the heart of our strategy, we capitalize on all our Project Owner Assistance (AMOA) missions to build detailed benchmarks on the functionalities of different solutions, allowing us to identify with unparalleled accuracy the strengths and weaknesses of the various solutions on the market. In parallel, we regularly meet with all providers to understand their strategies (in terms of sector, functionalities, roadmap, company size) and thus be able to deduce which companies fall within their core market. Finally, we monitor emerging players and participate in several internal and external monitoring bodies to identify emerging trends and anticipate developments. All of this ideally positions us to recommend solutions that are not only effective today but will also be viable in the long term.
A proven and structured methodology in four phases
Our methodological approach is divided into four essential phases, designed to cover all aspects of the HRIS selection process.
- Framing: Planning and immersion in the client culture to align solutions with strategic and operational challenges.
- Statement of Work Construction: Meticulous collection of technical needs and user expectations to maximize value at every organizational level.
- Consultation Strategy: Rigorous planning of the consultation, selection of relevant stakeholders, and creation of tools for in-depth analysis of proposals.
- Final Choice: Meticulous evaluation of proposals, organization of presentations, preparation of contracting, and detailed final report.
Accelerators and independence: proof of our effectiveness
To ensure the speed and efficiency of our missions, we use accelerators such as rigorous selection grids, statement of work examples, and pre-packaged workshop formats. Our complete independence and our positioning as pure consultants are the best guarantees of the objectivity of our advice. These elements are fundamental to ensuring that the recommendations provided are exclusively in the interest of our clients, without any external influence.
Althéa’s expertise at the service of your HRIS decisions
Althéa’s expertise enables organizations of all sizes to make informed, optimized, and tailored HRIS decisions within controlled timelines.
Key figures
solution selection projects per year
A leading consulting firm in HR solution selection
International
In 30% of our engagements, we help clients select international HCM or payroll solutions.
solution selection projects completed over the past 10 years
A strong track record that reflects our accumulated expertise, the effectiveness of our continuously evolving methodology, and the depth of our benchmarks.
References
For the leading French player in the international DIY market
150 000 employees
Our mission was to launch a major global HRIS selection project to:
- Ensure HR data reliability
- Enable managers and employees to consult and update their HR data
- Acquire a master Core HR system
Services provided
- Change Management Strategy
- RFP preparation and bid analysis
- Vendor presentations and analysis workshops
- Summary and recommendations report
- Support for final selection
For a leader in premium skincare
2,000 employees
The project objectives were to:
- Deploy cross-functional time and attendance management (GTA) and harmonize scheduling practices
- Improve productivity with the introduction of operational planning engines
Services provided
- Formalization of a current state of practices
- Construction of the target functional architecture and project plan
- Preparation of the statement of work and consultation strategy
- Analysis and comparison of offers and recommendation note
- Assistance with contracting
For a leader in the food industry
1,800 employees
Within the framework of this group’s session, it found itself without an HRIS at the end of the period. Our mission therefore covered the selection of solutions for GA, payroll in BPO mode, GTA (particularly important for the company’s two factories), and talent management. The key challenge of the project was to make a choice adapted to the company and ensuring rapid and secure production implementation to meet the deadlines of the Transition Services Agreement.
Services provided
- Project framing, strategic interviews
- Benchmark of market HRIS solutions
- Drafting of the statement of work
- Preparation for vendor/integrator consultation
- Participation in presentations and selection assistance
- Assistance during the contracting phase
Challenges
Driving Transformation
HR transformation drives organizational changes, the target operating model, processes, and practices.
Selecting Services
It’s not just about choosing software; HR transformation also includes the selection of services, such as payroll outsourcing or other functions.
Operationalizing the Strategy
HR transformation makes company evolution strategies operational, enabling HR to ensure their effectiveness over time.
Contacts
Frequently Asked Questions About HRIS Solutions
How can you choose an HRIS solution that is aligned with your organization’s needs?
The selection of HRIS software must begin with a thorough assessment of the organization’s personnel management needs and HR process automation requirements.
Generally, large companies opt for sophisticated platforms with specialized modules for talent management and advanced functionalities. These solutions allow for extensive customization and full integration with existing systems, justifying a significant investment in the HRIS project.
Regardless, specific HR challenges must be clearly identified to choose the best HRIS software. Is it about automating administrative management, optimizing the recruitment process with electronic signatures, or structuring talent management? Each company defines its priorities based on its quality of work life: growth requiring time tracking and expense reports, the need to develop skills via reporting tools, or mobility challenges with an intuitive interface.
HRIS integration must simplify management while improving productivity through efficient real-time centralization of HR data. The cost/benefit ratio must also be considered: license fees, implementation costs, and expected return on investment in terms of HR process automation and optimization.
What are the key criteria for selecting an HRIS solution?
- Ergonomics is a fundamental criterion that determines user adoption of the HRIS. The interface must be intuitive for all profiles: HR, managers, and employees. Navigation must be fluid, information easily accessible, and common actions achievable in a few clicks. A powerful but complex-to-use HRIS will quickly be abandoned.
- Integration with the existing ecosystem is crucial. The HRIS must be able to communicate with payroll, accounting, or business tools. This interoperability avoids duplicate entries and ensures data consistency. It is also important to check data import/export capabilities to facilitate reporting and analysis.
- In terms of security, the HRIS must offer strong guarantees given the sensitivity of HR data. GDPR compliance is essential: access traceability, data retention period, right to be forgotten. Cloud solutions must specify server location and implemented protection measures.
- The quality of support and maintenance will strongly influence the user experience. It is necessary to ensure the vendor’s responsiveness, support methods (hotline, online support), and guaranteed intervention times. Available documentation and training resources should also be considered.
- Finally, the scalability of the solution is essential to support the company’s growth. The chosen HRIS must be able to adapt to changes: increased headcount, new functionalities, regulatory developments. The vendor’s product roadmap and innovation capacity are relevant indicators.
How does an HRIS improve human resources management?
The implementation of HRIS software radically transforms the automation of HR processes by optimizing administrative personnel management. Daily tasks (contracts, certificates, absence management) are now performed via a cloud solution in a few clicks. The best HRIS software offers automated workflows that streamline time management, from leave tracking to training requests, thereby significantly improving team productivity.
Data reliability is a major advantage. By eliminating manual re-entries and standardizing procedures, the HRIS drastically reduces common errors: duplicate records, outdated information, or inconsistencies between departments. Automatic controls ensure data compliance with legal requirements.
But that’s not all!
The implementation of a comprehensive HRIS offers a global view of the talent lifecycle. Customizable dashboards allow real-time monitoring of key indicators: headcount, payroll, skills development, training budget.
This cloud solution enables HR teams to move from simple administrative management to true strategic decision-making, with tools for cost evaluation and productivity improvement.
For employees, the integration of a suitable HRIS software revolutionizes internal communication. Via their portal, they have direct access to manage their requests: consulting absences, updating personal information, tracking training. This personalization of the user experience, offered by vendors like Cegid Talentsoft or Bizneo HR Suite, enhances engagement while allowing HR teams to focus on high-value-added projects.
What are the key steps for implementing an HRIS solution within a company?
Implementing an HRIS (Human Resources Information System) requires a structured approach to optimize human capital management. For successful deployment, key HRIS project steps include:
- Needs analysis and establishment of a statement of work. This involves establishing a detailed statement of work including processes to be automated, the number of employees concerned, digital transformation objectives, budget, and definition of expected ROI criteria.
- Comparison of solutions. This step can be entrusted to HRIS solution experts like Althéa! The objective is to create a comparative table to evaluate each solution according to the defined criteria.
- Progressive implementation of modules.
- HRIS deployment requires a phased approach to ensure successful adoption. It is advisable to start with essential modules (such as leave management or payroll) before progressively extending to other functionalities. This approach allows for better change management and gradual adaptation of employees to new digitized processes.
- User training. A comprehensive training plan must be put in place to ensure effective software adoption by all users. This step includes training sessions adapted to different profiles (administrators, managers, employees), the creation of personalized documentation, and the establishment of user support to assist during the first months of use.
Monitoring and continuous optimization. HRIS implementation does not stop at deployment. Regular monitoring of performance indicators, user feedback, and new needs is necessary to optimize tool usage. This phase also includes regular updates, the addition of new functionalities, and continuous improvement of automated processes to maintain an optimal level of performance.
