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10 Best Practices for Implementing HR SaaS

4 Mins read
  • Synergy Research reported that IBM had 7 percent of the cloud infrastructure market
  • These major platforms probably only went all-in on flexbox fairly recently
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According to a global study conducted by Information Services Group in 2014, more than half (51%) of survey respondents said their companies have already implemented or are currently implementing cloud-based HRMS solutions.


By adopting cloud-based, software-as-a-service (SaaS), human resource management has become one of the coolest trends in HR. It is no longer a department associated with piles and piles of paperwork; instead, it has now turned into a tech-savvy department that hires, manages time-offs, conducts onboarding and offboarding activities. It is a pretty significant transformation. 

Let’s start this off with Bill Carmody, the founder, and CEO of the US marketing company Trepoint; his writing on AI in HR for inc.com:

 “When you have thousands of employees, you have a wealth of data flowing inside your company. Predictive analytics decodes and deciphers that data to provide the kinds of insights you need to say predict when you’re going to need to hire more people in different regions of the world. 

“When you have thousands of employees, you have a wealth of data flowing inside your company. Predictive analytics decodes and deciphers that data to provide the kinds of insights you need to say predict when you’re going to need to hire more people in different regions of the world.

Or perhaps you’d like to be alerted when a key strategic hire may be looking to quit his or her job. With the right machine learning, you can start to capitalize on all the historical data and the predictive nature of how individuals come in, grow, and eventually leave your company.”

Make a Plan and Stick to it. 

SaaS is known for its freshness and flexibility in the entry, but that doesn’t mean you should regularly change the direction of your organization’s objectives to ‘have it all.’ It is essential to define your strategy and stick to it. 

A talent strategy that is beneficial for companies on the front lines of the open talent economy or a Core HR strategy that uses effective practices to deliver core HR functionality to inform business decisions or the Transform strategy that is suited to organizations that want to support a new business strategy or transform their HR service delivery model as part of an integrated redesign across processes, operations, and technology; Whatever it may be, always stick to your plan.

Share An Incentive That Targets and Listens to Your Users 

Understanding your audience is key to SaaS, and now that it is very much simpler and more comfortable to implement it, you need to be very careful and smart about understanding both your use cases and your end-users. It’s not unusual that HR leaders struggle with where to begin; for starters, here are some questions that you must answer: 

  • What business priorities and objectives are you aiming to support SaaS?
  • What is the best way to implement SaaS and use it to meet business needs?
  • How can you maximize your investment in SaaS deployment?
  • What steps will ensure the widespread adoption of the solution by employees?

Early Adoption Strategy 

You need the best of the best within your business to ensure and guarantee the delivery of the highest standard in implementing HR SaaS. It is essential that the SaaS stakeholders are skilled and motivated enough to carry out a task like this.

Test the Functionality

SaaS installations usually skip the testing part since it’s perfect in itself. However, it is important to test even at a minimal level within your environment to check and ensure its process outside your environment. It’s pretty much like double-checking in order to find out errors, if any and to building an engaging platform and to build momentum. 

Prioritize the Quick Wins 

SaaS is mostly sought after fixing what the companies consider to be their ‘big’ issues, but it is essential to look at SaaS as a continuous improvement mechanism that tends to short-term pains as well. This change of perspective helps in the growth of business capability and lets you see the transformation that SaaS has made in terms of problem-solving. 

Align the Configuration with Your Organisation’s Needs 

Since most SaaS tools can be configured as self-service, you can focus on aligning your organization’s needs and objectives with understanding the surface of the technology. You must know what you’re leveraging and implementing your business. 

Don’t Be Afraid to Make Tweaky Changes 

Understand your changing business priorities, metrics, and ROI. This will help in understanding what you’re trying to overcome and achieve, which in turn will help implement the “right” and “good” that connects with your organization’s vision. 

Separate Adoption and Implementation 

In implementing HR SaaS, you also need to keep in mind that there is another parallel workstream called the adoption strategy, two of these must not collide or lapse and must follow a liner and forward path of their own. If not, the worst thing that could happen will be risking the chances of your solution being outdated before your go-live. 

Review the HR Landscape 

Since organizations end up with multiple SaaS solutions, to keep track of the changes of these products, it is important to periodically review the technology landscape, and your landscape gives you a chance to identify which SaaS solutions are serving your needs and objectives at this particular point in the organization. This will not only help you in saving money but also helps in optimizing the technology estate to its core. 

Develop an Operating Model 

Designing an operating model around your service offerings and the new capabilities to the end-users are critical. You are required to take the people, process, and technology into consideration before switching on new SaaS tools and implementing it to your organization. 

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