6 Factors for Choosing the Right ESS Systemperformance
HR departments typically do not choose employee self-service (ESS) solutions as standalone products. Self-service tools are often bundled together with a payroll provider as part of a comprehensive suite of HR solutions.
Large credit unions, especially those with multiple branches, as well as smaller credit unions should take care when choosing a provider to ensure it meets the needs of their employees and the needs of the credit union as a whole.
Factors to consider include:
- Workforce size and locations. ESS must scale to your size, and your choice of vendors will reflect this.
- The average computer skills of employees. Would you describe your employees as tech-savvy? This may factor into how advanced or nuanced of an ESS you want to consider.
- ESS usability and ease of use. Do the features included in the ESS fit with the tasks you have identified for automation? How easy is it to learn?
- ESS’s reputation for customer service. Having experts with the system on hand to answer troubleshooting questions can ease the adoption process.
- Functionality. What features does the ESS come with and how can it be customized?
- Instructional documentation. Is there documentation already created for the ESS? Having pre-built tutorials and demonstration templates can provide a big boost for introducing employees to a new system, even if HR is tasked with customizing or creating some of the content themselves. Creating all of it from scratch, however, may involve a lot of extra work.
As with any new software or platform adoption, the more research conducted and questions asked up front the fewer hassles down the road. In the end, an ESS solution should streamline the communications between HR and employees, allowing everyone to spend less time on paperwork and data entry and more time on critical projects.
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