How To Achieve Senior Management Approval For Your HRIS Project

by | Jan 11, 2021


Here is how you can get senior management approval for your HRIS project.


  • Review Specific Team Pain Areas
  • Outline HRIS Impact on Each Department
  • Emphasise HRIS Functions that Can Address Team’s Pain Areas
  • Perform a Fundamental Return-On-Investment (ROI) Calculation

While you may feel the urgency of having an upgraded HRIS. You may surprise that not everyone shares your vision aimed to hugely benefit your organization. The final decision on the matter doesn’t rest on your shoulders. Thus you will need to “sell” the idea of HRIS and win the buy-in of your senior management. Procuring and implementing an upgraded HRIS requires time and money investment. So you may experience resistance from every angle when you first suggest initiating an HRIS project.

Tips to help get support for your HRIS project

In order to realize your dreams of updating your HR technology. The following HRIS tips may help you to gain support for your project:

Review Specific Team Pain Areas.

Every department has different pain areas that an HRIS can assist with. Having figured out specific pain points. It will help you to quickly gain support and approval for your project. From the different departments, when you propose the idea. Jot down all feedback provided and use this to make a better case. If the project is denied or use it to help you in your selection if the project is approved. Before you start talking to people about their views on and uses for a new HRIS. You need to do a little analysis to map out the different groups with interest in the project.

Outline HRIS Impact on Each Department.

The frontline employees and managers are likely to have some concerns. Actually, it’s about implementing the system and using it to help with daily tasks. Each department will likely care only about the aspects of the HRIS that affect them directly. Then discounting the other areas that may be impacted. It is important to observe and review each department. Brainstorming to figure out what modules and features of the upgraded HRIS will be most important to each group. And even speaking to people within the department about their thoughts. Be prepared for most of the feedback to be negative and don’t be dissuaded by this. As even negative feedback can be constructive on your goal to bring in a new HRIS.

Emphasize HRIS Functions that Can Address Team’s Pain Areas.

Stakeholders and their interest in your project are likely to be determined. By how they can make the most out of the HRIS. For example, frontline or administrative staff. They are likely interested in more fluid employee self-service functions. And how the system will impact the services they receive from the HR team. Whereas executives and department heads will be more interested in the predictive and visual analytics and reporting functions. Finance cares about accuracy on payroll computation, deduction, and compliance. While its interest rests on integration – with biometrics devices, accounting systems, and other systems.

Perform a Fundamental Return-On-Investment (ROI) Calculation.

The executives will likely be more concerned about how acquiring an HRIS will impact the annual budget and bottom line. While it would be too complicated and time-consuming to perform an in-depth ROI analysis. You may do some preliminary research and draw up a rudimentary ROI calculation. So that will use to influence upper management’s decision in acquiring an HRIS. Show how labor costs may be save and recruitment may be expedite. These two areas are often the greatest expenditures. Return on investment will heavily rely on adoption by users. The more people using the available features like employee self-service, management analytics, and so on. Thus, the more value the organization will extract from the investment.

In conclusion, however flat your corporate structure becomes. There is still a hierarchy and the CEO (or equivalent) is at the top, surrounded by various officers. Even if you have control of the HR budget. Don’t tempt by the adage, “it is easier to apologize later than seek permission now”. After all, one potential consequence of an unsupported purchase is an HRIS. That is nothing more than a burden, and an empty pocket.

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Written by Admin

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