Close this search box.

The importance of stakeholder involvement in HR software selection

As HR is ingrained into every aspect of business management, all departments of your organisation will be impacted.

Which stakeholders are impacted by software changes?

As HR is ingrained into every aspect of business management, all departments of your organisation will be impacted. However some are more impacted than others:

  • Finance: Your HR and finance departments are intrinsically linked. Aspects like payroll management involve cooperation between these two teams. Without software that makes these interdepartmental links simple, your business’ efficiency will suffer.
  • Marketing: Both marketing and HR are vital in the creation of the business’ brand image. Software that understands the importance of an unbroken line of communication between these departments promotes business growth and success.

Alignment with business goals

One of the primary reasons to involve stakeholders is to ensure that the chosen HR software aligns with the company’s strategic objectives. By including executives, department heads, and key employees in the selection process, you gain valuable insights into the specific needs and goals of different departments. This alignment ensures that the HR software will support the company’s overall mission and vision.

A user-centric approach

HR software is ultimately a tool that employees across the organisation will use. When selecting software for your business, it’s important to centre those who will be working with it daily when making decisions. Consulting key employees in the HR department – as well as those that work heavily with HR – should be one of the first steps in the decision making process. 

Considering user experience and efficiency are vital, they and can impact user adoption rates, reduce resistance to change, and increase the software’s overall effectiveness. A user-centric approach means the system works for your employees, not the other way around.

Comprehensive needs assessments

Your stakeholders operate in all areas internally and externally to your business. Therefore, they will see the needs and improvement points of your HR department from a variety of perspectives. These perspectives can help you identify pain points, inefficiencies, and unique requirements that might not be apparent through a purely internal evaluation. Having these nuanced insights are invaluable in selecting a software solution that truly meets the organisation’s holistic needs.


When stakeholders are involved in the selection process, they feel a sense of ownership over the decision. This leads to greater buy-in and commitment to making the implementation successful. Employees are more likely to embrace and champion the new HR software if they were part of the selection process. Because HR is so vital to every aspect of the day-to-day running of your business, streamlining and making the implementation process as smooth as possible is vital.

Cost-effectiveness and risk mitigation

Because of the variety of perspectives stakeholders can bring – as well as the range of expertise they hold – involving them in the selection process can highlight unforeseen risks and problems. These problems can range from legal issues to costly redesigns and extensive customisations during the implementation process. Understanding these risks and planning to manage them if they arise can save you from costly issues further down the line.

Continuous improvement

Implementing new software doesn’t stop once every piece is in place. Continuous health checks and adaptations are just as much a part of the process as the implementation.

By involving stakeholders in the selection process, you establish a culture of continuous improvement, where feedback and adjustments are welcomed and integrated into the software’s development.

Involving stakeholders in the HR software selection process is not merely a best practice; it is a strategic imperative with far-reaching benefits. Such an approach ensures that the selected software not only meets functional requirements but also harmonises with the organisation’s overarching goals and values. 

Explore more

By actively involving stakeholders, you pave the way for a more effective and efficient HR function within your organisation, equipped to meet the ever-evolving challenges of the modern workplace. The process of selecting HR software is a transformative journey, one that can significantly impact the future trajectory of your organisation. With stakeholders at your side, you are poised to make informed decisions that will propel your HR function toward unparalleled heights of success.

Read more

Latest News

Read More

How to build employee confidence

2 March 2024


Receive the latest HR news and strategic content

Please note, as per the GDPR Legislation, we need to ensure you are ‘Opted In’ to receive updates from ‘theHRDIRECTOR’. We will NEVER sell, rent, share or give away your data to third parties. We only use it to send information about our products and updates within the HR space To see our Privacy Policy – click here

Latest HR Jobs

University of Plymouth – HR OperationsSalary: £28,759 to £32,982 per annum, Grade 5

University of Cambridge – Human Resources DivisionSalary: £66,857 per annum

You will be the most senior person within HR and provide a proactive business partnering service to the Managing Director and the CSG leadership team.From

This role forms part of the SMT for the organisation, and reports to the Managing Director. This is a full time position, currently across two

Read the latest digital issue of theHRDIRECTOR for FREE

Read the latest digital issue of theHRDIRECTOR for FREE