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HR System Selection

Whether you're investigating the initial adoption of a cloud-based HR system or considering a replacement for an existing one, we're here to assist you.

Our consultancy services enable clients to leverage our expertise to simplify the HRIS selection process, helping them to make informed decisions and ensure the successful implementation of their new HR system. We eliminate the complexities of navigating the market, ensuring you steer clear of the common pitfalls and errors often encountered when choosing a new HR System. Our goal is to secure a system that perfectly aligns with your business needs. We can also provide implementation services, project management, training, and managed services to ensure that the system you adopt adapts and grows with your business needs. As HR System specialists, Tugela People bridges the gaps between technology, people, and processes.

HR System Vendor Selection

Working in partnership with you, we scope what your company wants to get out of the new system, establishing the analytics and KPIs required. We can also help map out your people processes and benchmark your existing ones against best practices so that any gaps can be identified.

We believe in engaging stakeholders and users early in the review and selection process. This approach will ensure your needs are aligned with those of the business. It also assists users in understanding how a new system supports those business goals. This early engagement helps to successfully secure and embed the new HR system in your organisation.

Once your requirements are entirely understood and documented, we can work with you to draft a business case for your HR system.

A comprehensive service

Since our inception in 2012, our expert team have helped hundreds of international mid-range organisations successfully manage the selection and implementation of an HR System.

Expertise and industry knowledge

Leverage our deep understanding of the HR technology landscape. We stay up to date with the latest trends, emerging technologies, and industry best practices, ensuring you make informed choices.

Customised solutions

We will assess your organisation's specific needs, considering factors like size, industry, compliance requirements, and growth plans. This personalised approach helps identify HR systems that align perfectly with your unique requirements.

Time and cost savings

We will streamline the selection process, saving you time and resources. Our experience allows you to efficiently narrow down options, reducing the risk of investing in a system that doesn't meet your needs.

Vendor evaluation

We will evaluate HR system vendors, helping you choose reputable and reliable providers, and can negotiate contracts and pricing on your behalf, potentially saving you money.

Objective assessment

We provide an unbiased perspective, focusing solely on your best interests, helping you to avoid vendor-driven sales pitches and make decisions based on your organisation's needs.

Implementation planning

We can assist in creating an implementation plan, ensuring a smooth transition to the new system, and defining project scope, timelines, and resource requirements.

Change management

Our HRIS consultants can assist with change management strategies, helping your team adapt to the new system and maximise its benefits.

Post-implementation support

Through our successful Managed Services division, you can benefit from ongoing support to address any issues that may arise and optimise system usage to maximise the return on your investment.

HR System Selection Checklist

What are the important criteria to consider when reviewing cloud-based HR Technology?

Before starting research on the feasibility of a specific HR System, you must consider some key aspects that will ultimately impact the success of your HR System implementation and adoption:


Why is successful implementation and adoption so important?

Successful implementation and companywide adoption of a new HR System is essential to support ongoing operations and future growth.  All the benefits of an HR System can only be truly realised if the system is tailored and adopted efficiently and effectively. Numerous organisation factors can affect this, including organisational size, management commitment and willingness of employees to embrace the new technology.

The importance of other HR Related systems

Furthermore, it's important to recognise that an HRIS doesn't operate in isolation; it requires essential add-ons. The chosen system should offer the flexibility to extend its functionality beyond its core features by seamlessly integrating with other critical HR-related systems, such as Learning Management, Time & Attendance, and Payroll. As a comprehensive provider committed to delivering innovative, user-centric platforms that empower our clients to unleash their maximum potential, we are well-positioned to assist in the selection, implementation and integration of these solutions to ensure that the system you adopt adapts and grows with your business needs. We also provide comprehensive training and ongoing implementation support through our dedicated, experienced and friendly Managed Services team.

What Next?

For expert help in selecting your new cloud-based HR System,  contact us on +44(0)1908 030360 or Alternatively, complete the ‘Get in touch’ form, and a member of our team will contact you directly.


  • Credibility and stability

    How reliable is the vendor in the industry? Take up references. Check they have the relevant experience of the sector / geographical region you operate in and that their subject-matter expertise is up-to-date and compliant with the new legislation. Do they have an inward investment ethos, and do they get best practice workflows and processes?

  • Service ethos

    When investing in new technology, the service component is vital. Don’t be dazzled by the sales team; look at the whole company’s service ethos. Do they offer guarantees or service agreements? Do they outsource their implementation / after-sales service? If yes, how accountable are partners?

  • HR System Security and data protection

    Data legislation is continually evolving, and as such, the vendor needs to stay up-to-date and ensure they prioritise remaining compliant and keeping HR and employee data safe. Examine their security and data protection policies, also check if the vendor has security certifications.

  • Single-code functionality

    This relates to how the vendor adds additional functionality to their system. Does a vendor add capabilities by acquisitions and partnerships? Check as this can create implementation issues and pose a support risk. Whilst a single application will reduce the number of errors vs multiple ones, acquired modules also sometimes come with a separate database and a separate technical code, which makes it harder to support or keep data synchronised.

    A flag may be when a vendor brings different solution consultants to demonstrate various parts of the application. Often this means that they have added capability through an acquisition or a partnership.

  • HR System Usability

    The usability of the HR system is essential, mainly because it is a crucial factor in how quickly and easily the various internal stakeholders will embrace and use it, which impacts on realising the return on investment.