We all find it easy to assume categories in our purchasing choices and the selection of roles secured within an HR systems implementation project team is no different. In a work sphere that is outside of your own natural skill-set this is even more likely to be true. With confidence we tell our hair stylist, our pharmacist, our PT what it is we need. The half-decent response is a good quiz as to what it is we are trying to achieve with our assessment that longer layers/a flu remedy/resistance training are what’s called for.
In the context of HRIS we use role descriptors and job titles – project management, subject matter expert, business intelligence analyst, tester, application consultant. We think we need them, and without deviation from the expected set. I like to talk to my clients about what these roles actually mean for the organisation, for the team and for the project’s success.
Looking at some critical attributes of project team members (HR professionals, think person spec!) brings advantages:
Take a look here at how we might view traditionally anticipated HRIS project roles but with a focus on why that role might be required:
An attribute-based view of the HRIS project requirements like this might lead, in each of those 5 areas, to resourcing selections based rather less on metrics such as comparable project size, passing technical tests or a CV including work in like sectors, but with a look-out for:
Know what these roles are all about and you’ll be able to add your own and approach the project resourcing questions with an openness to more possibility and with all of the right questions.
So How to Use This?
Here are 5 ways to put an understanding of attributes into practise in your project resourcing:
In the iTrent Serenity Prayer I talked about wise questions. Thinking just a bit differently about HRIS project resourcing and you are in a position to ask the right questions (a) at interview – with an understanding of what you really need to get out of a candidate (b) of service partners, agencies, vendors – know what you’re paying for and whether the offer is an acceleration towards success and (c) of yourself. [On this please have a read of part 2 and a little, private checklist for your project resource.]
The question is not what the role, but why the role. Ask this and the risks are managed, with options opened