There’s no question that the varied and complex work carried out by HR teams is significantly easier and more efficient when you have modern HR software tools in play. Today’s HR professionals are faced with more legislation and compliance than ever before. They also have to deal with increasing pressure from the workforce to introduce and manage competitive benefits and roll out more flexible working practices. And of course, there is a constant demand from business leaders to stay ahead in the race to attract, recruit and retain the best talent and present accurate reports to senior managers. It’s a long list of needs and requirements to meet every day, and, without the right tools, results in high levels of administrative work.
So why have so many HR leaders have struggled to gain commitment to invest in new HR software which will undoubtedly enhance the performance and delivery of HR services and support?
Keeping a tight rein on cost is perhaps the most commonly cited reason. Clearly, as we emerge from the unexpected impact of COVID-19, many businesses have had to adjust their financial plans to reflect the changing economic landscape. But even prior to the pandemic, the cost was still a familiar barrier to investing in HR software.
In response, many HR leaders have already built a strong business case for the improved productivity and breadth of business benefits made possible with modern HR software. They will have also provided evidence of the potential improvements in accuracy, data management and compliance with regulations and outlined the numerous other advantages including being better able to communicate, onboard and manage talent.
Yet all of this has still not proved enough to get the PO signed and start the ball rolling…
There is another way to overcome the cost objection
At Access, we have found that many businesses are concerned about committing to a new HR system because it is hard to justify the capital expenditure at a time when budgets are being tightly controlled. When cashflow is an urgent priority, a large bill is clearly a blocker.
Here’s the answer.
Choose a market-leading HR software as a service (SaaS) solution which is paid for on a subscription basis and delivered in the cloud. This means your HR software investment becomes a much more manageable operating expenditure (OpEx) instead of an upfront capital expenditure (CapEx).
Take-up of cloud-hosted software has been widespread across all business sectors for a while now – in fact, everything from finance to warehouse management to CRM is commonly hosted in cloud-based systems. So it makes sense for HR to also reap the benefits of a more agile, more flexible and more secure cloud service. We’d be delighted to show you exactly what we mean. Why not book a demo today and see for yourself the practical benefits of a cloud-based HR solution? You’ll be able to present a strong business case and a solution to the cost control issue at the same time.