Introduction

Now that you have thouroughly investigated your options – and perhaps even made a decision on the system that you’d want to purchase – there is one vital step left to take before signing an agreement. In order to get your entire company on board with the decision that you and your procurement team have taken, it’s crucial to create a solid business case that clearly proves the benefits of a new HR system to the management team.

In part four of this email course we’ll share tips on how to create the perfect business case and help you get your company’s management team to support your decision.

1. Proving the business case in three simple steps

Our Danish country director, Søren Hammer Pedersen, has written a valuable piece on how to prove the business case and get your management team on board. In order to achieve your goal, you’ve got to keep the following three steps in mind.

  • Highlight the positive impact on other business functions
    Instead of talking about how your life will be made easier, switch your focus to thinking about how you can support your company’s business functions. For instance, if you are planning to talk to your CFO, an HR solution that delivers a markedly improved salary review process is instantly more appealing, as it directly supports the finance department.
  • Build a solid business case that uses data from the entire company
    A good approach for building a business case is to move away from the siloed approach common in many companies and to talk directly with the CFO. Have an open discussion about finance’s challenges and goals, then take the time to think about how a new HR solution can support their work. Finally, ask if you could work with finance data before building your business case.
  • Work with solution providers that help you build new ways of working
    Identify HR solution providers that focus on first identifying the internal processes that matter most and provide a flexible system that can support building your own needs. Once this is done, they bring in external experts who can help create best practices for a company like yours.

2. Emphasise the importance of HR master data

Both during normal times, and in times of change, businesses need to be able to handle their people data and HR processes in an efficient and most of all secure manner.

When it comes to people joining and leaving your company, HR departments with solid master data have a factual base for understanding what a successful employee journey looks. They also possess the knowledge on efficiently organising their HCM and all connected processes. These companies will be able to recruit through digital channels in a smarter way, build succession plans that ensure departments are never short of the personnel they need, and provide valuable guidance when restructuring or layoffs are required.

In a situation like the current global COVID-19 pandemic, real-time data of your people and their availability is a must. Absences, holidays and remote working schedules are important to track in order to be on top of what is happening. On top of better talent planning and resourcing, a solid HR master data set will also help to interpret trends and enable better forecasting. Read the entire blog post by Jaakko Mattila here >>

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4. Sympa's tips and insights

Interested in knowledge sharing and competence development with modern tools and inspired by cross-team cooperation while both experimenting with, and implementing new ideas? Sharing (knowledge) is caring! Learn about the steps we took and start creating a plan of your own. Read the full blog post to find out how.

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