PLAN THE CHANGE
Switching HR software. Keep the useful work.
Start with your contract and the work your people need to do. Agree the data, ownership, checks, training and start date before you commit to a replacement.
Check the contract before choosing a date
Find your actual renewal date, notice deadline, cancellation process and export terms. Ask the incumbent to confirm any remaining charges in writing. Leave time for evaluation before notice is due; a new subscription does not cancel the old one.
Inventory records and separate spreadsheets
List current and former employees, leave balances, working patterns, review templates, documents and other systems. Decide which history must remain accessible and what should move. Export only through authorised routes and keep sensitive records in approved secure storage.
Assign owners and agree the scope
Name the people responsible for export, configuration, migration and checking the result. Agree formats, support, onboarding charges and what happens to records that cannot be imported. Do not assume that migration is free or every attachment transfers automatically.
Test the work your team already does
Run a leave request and approval, a sickness report, a review and an onboarding or offboarding checklist. Check configured questions, working patterns, document access and retained leaver records. Include keyboard use and the accessibility needs of the people who will use the system.
Reconcile the data before switching
Check record counts, sample employee histories, leave balances and documents against the agreed export. Have an authorised owner confirm permissions and sensitive-record visibility. Record corrections and sign-off before the new system becomes the source of truth.
Train managers and employees on real tasks
Give each group the recurring tasks they need to complete, with a clear support contact. Allow time to practise and resolve problems. Training and a hands-on trial are more useful than assuming a demonstration proves every workflow.
Agree the switch and billing dates
Decide whether parallel operation is needed, where updates will be entered and who reconciles them. Confirm billing start, changing headcount, retained records and any overlap with the incumbent. Agree a realistic go-live date and a plan for unresolved issues; timing depends on your scope and data.
Bring your process to a demo.
Show us the reports, reviews and onboarding steps you need to preserve. Confirm the migration scope and agreed service terms before subscribing.
READY TO MAKE HR SIMPLER?
People people, meet Zizzy.
Come and see what it can do. No formal sales theatre. We’ll show you around, answer the awkward questions and let you decide whether it fits.
Good people.
Good work.