Many enterprise planning software systems are touted as being the final solution in automated business management. Software vendors speak very highly of the ability to integrate many different business divisions and company departments into one IT suite of applications, including human resources.
However, HR staff should think twice before quickly embracing these systems. The most important thing to keep in mind is the promise that they will help business practices and make all aspects of a company run more smoothly. Many enterprise planning systems are sold before they can be carefully evaluated or tested, and human resource leaders should demand such evidence before signing off on any software.
Additionally, the HR modules of a suite of planning applications are rarely as detailed as their accounting or inventory equivalents. While HR professionals seek to keep costs low, taking an approach that focuses only on the bottom line won't organize the best benefits or insurance plans possible.
Finally, it is important to realize that members of a human resources staff may not be equipped to make the changes in a system that they need to. Because HR departments rely on flexibility, static software does them no good, and they won't be able to change the software when the need arises.
