Information systems are critical parts of most business operations, and they help streamline the many functions of human resources (HR) management like payroll, time keeping, benefits, recruiting, and training. HR software consultants, like most software consultants, generally have both specialized business as well as technical backgrounds that enable them to understand how the performance parameters of HR software systems match the HR system requirements of organizations. Here are some functions of HR software consultants, the traits that are characteristic of great HR software consultants, and their typical academic and career credentials.

Functions Of HR Software Consultants

HR software consultants work with clients to implement relevant solutions from project start to finish. Their function is a mix of business process re-engineering, project management, and change management. After helping the organization’s decision makers to document the current view of their HR department as well as the ideal HR department, the software consultant then conducts a delta analysis of those two states, and decision makers armed with their results are able to create business requirements from them. Those requirements get incorporated into contract request for information or quotes for HR software development companies.

HR software consultants carefully monitor and manage the implementation of the chosen solution using their technical knowledge and extensive HR experience. They also help business decision makers coach employees and other stakeholders to adopt the changes in policies and operations seamlessly.

Traits Of Great HR Software Consultants

Successful small businesses usually outgrow their initial HR practices, policies, and procedures; these businesses require more sophisticated human resource management systems to provide great service to its employees. Since HR software consultants are chiefly responsible for successful implementation of the HR system, they must possess great analytical abilities needed for creative problem solving. The activities surrounding process re-engineering require HR software consultants to have outstanding attention to detail that has a strategic focus. Additionally, successful HR software consultants are sufficiently knowledgeable of all parts of HR management to ensure that the business and system requirements are achieved.

Typical Academic And Career Credentials For HR Software Consultants

Recent college graduates usually do not fit the bill for HR software consultants because they have not accumulated enough experience to be of maximum use to a client organization. Typically, HR software consultants have shadowed experienced project managers for many years and know what is needed for organizations at their various business life cycle stages. The difference between selecting an experienced HR software consultant and settling for one that is new and unproven is typically the speed with which they identify risks, issues, and opportunities. For example, modern HR software allows companies to digitize their personnel records, and experienced HR software consultants understand the importance of this benefit. They also know how to suggest additional features like fillable forms that allow HR personnel and employees to accomplish HR related tasks more efficiently. While a MBA in Human Resources Management is a very valuable credential for an HR software consultant, these professionals also must have actual HR experience and possess the technical analytical skills needed to provide value to the business clients they serve.

Conclusion

The role of HR software consultant is critical to businesses that desire to upgrade their HR software systems without disrupting company operations. These skills normally require the business fundamentals taught during Human Resource Management MBA programs as well as the technical requirements identification techniques used by systems engineers.