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After successfully completing the required motions to get your system up and running by converting your data and configuring the system, you may feel like the hard part is over. On the contrary, the real challenges are just beginning. Before you even begin to conquer the monumental task of training and helping the employees adjust to the new system, you must perform a system test.
System tests must be absolutely rigorous. Testing every aspect of the new system in new and inventive ways is imperative. Employee information and sensitive business data are contained within a HRIS, so any potential breach or glitch can spell real trouble for your organization and employees.
Having your testers solve potential problems and glitches before go-live can save some serious costs and headaches down the road.
As with other aspects of HRIS implementation and training, one must create a schedule before beginning the system testing. Doing so can give the entire process a clearer focus, and break the arduous tasks down into easier-to-accomplish steps. It may help to test certain features during each step or complete entire processes that will be standard before moving onto other tasks.
Following this procedure will allow you to see how the processes will really go once the system is live. System tests should be timed and thorough notes should be taken so that corrections can be made.
You will find that some aspects of testing will be far from complicated. For example, checking to see whether the system performs the required function can be very simple. Nevertheless, HRIS testing should not only be limited to inputting data and seeing the desired results.
Testers should intentionally make errors to see how the system responds and how easy mistakes are to fix. Testers (that have authorization) should also try to gain access to employee-restricted areas without passcodes to see how secure the system is.
HRIS reporting is a very important part of the system, as it will help to ensure that your company complies with HR data-related regulations. Testers should go through the required reports and compare the reports with the prior reporting that was compiled manually or calculated using a legacy system to ensure accuracy.
In many cases, issues with reporting functions will stem from simple configuration or rules errors. Even so, it is best to find and correct even simple errors before go-live.
It’s crucial for the test team to be very critical in regards to the new HRIS lagging and/or crashing. The employees will get frustrated with a new system very quickly if the system takes forever to load or crashes immediately right during their first session. Usually, mishaps like this will translate to poor adoption rates and inevitably poor ROI.
If testers have any lagging or crashing issues, employers can contact the vendor so that the issues are corrected in a satisfactory manner before the system is introduced to the employees. Abiding by this protocol can improve the efficacy of the next HRIS implementation stage – training.
After a lot of effort, time, and money has been devoted to selecting and implementing new HR software, it can be tempting to skip right to the punch and go live with the software. Unfortunately, this is not an advisable course of action, as you may encounter problems and headaches. Before going live, you should take ample time to test and re-test the software for the following reasons.
If you don’t take the time to test the strength of security settings on a new HRIS, you may end up surprised with leaks and breaches. Security issues can threaten the health of a company and cause employees to lose faith. Testing the security before and after employee information has been entered into the system can help to spot potential issues before sensitive information can be compromised.
Simple errors such as a missed digit in an employee’s address can make a new HRIS the subject of ridicule and disdain. Employees are apt to think that adequate time wasn’t put into preparation if they can spot errors right off the bat – and they may be right if there wasn’t enough system testing. It’s important to make sure that information, configurations, and dashboards are as error-free as possible before going live.
Testing may not just be a time-sucker, with the right strategy in place it may actually become an opportunity for employees to become acquainted with the system and begin their learning. If employees have a hand in testing, they are apt to be more enthusiastic about the software succeeding. They may also be better able to spot and fix problems quickly.
Bugs and lags are common after new software has been installed, but testing the system can help you to spot these issues before go-live. Bugs and lags can affect productivity, delay the launch, and stifle enthusiasm for the new software. Testing the system until it flows smoothly and no bugs are hampering it can help to ensure that the software works as intended right from the beginning.
Committing to a go-live date that’s too soon after implementation may cause the main project managers and implementation team to feel less confident in the system’s readiness. Spending time on testing allows even more people to become comfortable using the system, while also helping to stoke confidence across the board. When everyone can agree that ample time has been spent on testing the new HRIS, go-live is apt to be more comfortable.
Testing HR software costs time and money, but can save time, money, and headaches down the road. The best way to make sure that adequate time is devoted to testing is to designate a certain amount of time for just that at the very beginning of the project. If other problems creep up, be careful to still reserve an appropriate amount of time for testing.
Selecting the right HRIS will make testing go smoother and bring you to the go-live date faster. Visiting our HR software match page will help you on your way to your perfect HRIS.
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