Avoiding the Top 5 Pitfalls in HRIS Implementation

Planning a smooth launch for your new HR system? Read this first.

Launching an HRIS (Human Resource Information System) like UKG Ready, iCIMS, or ADP Workforce Now is a smart move—but it’s not as simple as flipping a switch. Poor planning or missteps in the early stages can lead to cost overruns, frustrated teams, and failed adoption.

After managing dozens of HRIS implementations across multiple platforms, here are the top 5 pitfalls I see most often—and how to avoid them.

1. Not Defining Success from the Start

Many teams launch an HRIS without agreeing on what success looks like. Is it reducing onboarding time? Improving reporting? Automating payroll?

Fix it:

• Set 3–5 SMART goals before kickoff.

• Align stakeholders from HR, IT, leadership, and operations.

• Tie those goals to KPIs you can measure post-launch.

2. Underestimating Time and Resources

HRIS implementation isn’t just a “side project.” It requires dedicated time, data cleanup, and change management.

Fix it:

• Assign a project lead (internal or consultant) with authority.

• Set realistic timelines—especially around testing and training.

• Budget time for data validation, not just migration.

3. Skipping the Process Review Phase

Don’t just automate bad workflows. If your current processes are broken, an HRIS won’t fix them—it’ll just make them faster… and worse.

Fix it:

• Audit your workflows before configuring the system.

• Map your ideal future-state processes and build your HRIS to match.

• Use implementation as a chance to streamline and simplify.

  
  

4. Leaving Training Until the End

Training is often rushed or treated like an afterthought, which results in poor adoption and unnecessary errors post-launch.

Fix it:

• Start building training materials during implementation—not after.

• Offer multiple formats: in-person, video, live demos, quick guides.

• Make training role-specific and scenario-based.

5. Ignoring Change Management

If your team isn’t emotionally or mentally prepared for change, even the best system won’t succeed. HRIS adoption is more about people than platforms.

Fix it:

• Communicate early and often.

• Involve end users in testing.

• Provide a feedback loop and quick wins post-launch to build buy-in.

Real-World Example

One client nearly abandoned their ADP

rollout after internal resistance derailed timelines. After revisiting their change management plan, engaging managers, and rolling out targeted training—they turned it around. The system went live within 8 weeks and helped reduce onboarding time by 80%.