Changing HR system isn’t just a technical upgrade – it’s a great opportunity to rethink how you work. If you make the right choices, you can increase both HR efficiency and employee satisfaction. But how do you make sure you choose the right solution and vendor?
To help you get started, we have listed eight questions we recommend you ask yourself (and answer) before choosing a new system:
1. What will the system help us with?
Before you get started, it's a good idea to do a thorough needs analysis. Which functions and processes are important to you? What do you really want to achieve? Is it better efficiency, more precise reports, a digitalization of all HR -processes, fewer integrations, or adopting AI? When you have a clear understanding of what the new system will do for your business, you are better prepared and ready to make the right decisions.
2. How does it integrate with existing systems?
Choose a HR system that can be easily integrated with the solutions you already use. Good integration options ensure a holistic data flow, reduce duplication of work and minimize the risk of manual errors. Look for solutions with good and open APIs - then you are better equipped for future growth and development.
3. Should HR and payroll gathered in the same system?
There are many advantages to having HR and payroll in one and the same solution. It provides simpler processes, better data quality and less administration. For you and the rest of HR The department provides a better overview and a more seamless everyday life.
Read also: Why it's a great idea to have payroll and HR in the same system
4. Is the system easy to use for both HR , managers and employees?
When to choose new HR system, the interface should be both intuitive and easy to use – both for HR , managers and employees. High user-friendliness makes the system easier to use and reduces the need for support from HR .
In addition, it is important to think about change management. When you implement a new system, it is not just about technology, but also about people. Choose a supplier that supports you and your company throughout the process – all the way from embedding it with management to training end users.
5. Is it flexible enough to grow with us?
Businesses are constantly changing – and the system you choose should be able to keep up. Therefore, choose a modular system. HR system. This way, you can expand the solution as your needs change and your business grows. This provides both flexibility and predictability.
6. Does the system have the technology needed to meet tomorrow's needs?
A forward-looking HR system supports you and your business needs both today and in the future. Cloud-based solutions provide secure access wherever you are, and are updated continuously without demanding installations. Systems that offer efficient automation of repetitive tasks free up time – so that you and HR -team can focus on more strategic work. A good system doesn't just provide control – it provides a competitive advantage!
7. Is it adapted to the Nordic market?
HR The system you choose should be adapted to Nordic conditions – and especially Norwegian regulations. This makes reporting easier and provides security that the company is following laws and regulations. Look for a system that supports integration with public actors, and preferably emphasize Norwegian customer service.
8. How secure and robust is the system?
Security should be a high priority. The system should support secure integrations via well-developed APIs, and follow privacy and GDPR guidelines. Stability and mobile adaptation are also important - then both you and your employees will have a system that works both in the office and on the go - adapted to a more flexible and mobile working day.
Curious about what a modern Human Resource system can mean for your company?
Choosing a new HR system is not just about functionality, but about finding a solution that supports your business strategically – both now and in the future. With Sariba as your partner, you and your company get access to modern technology, local expertise and advice throughout the entire process – from needs analysis to implementation and further operation. Read more here or contact us for a no-obligation chat.
