Do we buy a swanky apartment in the same manner we buy a pair of sneakers? Obviously not. It's not only because of the massive price difference but also the duration of usage and the number of people influenced by the decision. Therefore, the decision-making process is more complex, and the buying cycle is longer for the apartment. The same applies to the purchase of an HRMS for your company.
In this post, we'll attempt to guide you in your HRMS purchase journey and help you find an answer to a question that lingers in the minds of innumerable HR managers: How much does an HRMS software cost in 2022?
The cost of an HRMS depends on multiple factors like the size of the organisation, geographical spread, feature requirements, expected outcome and expansion plans, to name a few.
Whenever you are ready to buy an HRMS, understanding of the varieties of software, pricing models, additional costs and estimation of the TCO/ROI will help you make a well-informed decision. Let's explore the details by answering some of the most common questions.
In this model, the solution is hosted on the vendor's cloud server and made available to you on a SaaS-based delivery model. When you opt for this subscription, you would have to pay monthly or annually. The billing is done on a per employee/user (admin) per month basis. The average cost per employee/user is likely to reduce when your employee/user count increases. Who would say ‘no' to more business?!
The most alluring benefit of the subscription model is the flexibility that it provides. Whenever your organisation scales, the capacity can be upgraded seamlessly. Also, there's greater transparency since you know how much more you would have to spend every time. Furthermore, you don't have to deploy specialised IT staff to manage an internal HRMS server. Since it is a cloud-based solution, even the termination of service is quite easy and quick.
If you choose the licensing model (also called perpetual licensing), you would have to pay only for the software but host the same on your company's servers. In other words, it is an on-premise deployment. Larger enterprises choose this option because of their preference to keep their data in-house for better control.
In this model, you have to pay a fixed amount upfront to buy the software. The total amount is usually based on the number of users and software customisation (if any) for your organisation. You would also have to incur additional recurring costs based on the type of support/maintenance plan and services offered by the technology provider.
Depending on the type of HRMS software, some vendors display their pricing transparently in the public domain. On the other hand, some of them might prefer to offer a customised quote after a detailed briefing by your team.
After deciding the essential features, you can dig deeper into the fine print to know if there are any costs you have not considered.
Price hike: Make sure that you consider the possibility of an annual fee increase. Find out if there is a cost for updates in the future?
Deployment: You know better that the cost implications are likely to be different for first-time deployment and upgradation.
Integration: The feasibility of integration with your existing applications is also an important factor that could influence your choice and budget.
Terminology: Another important criterion is your understanding of the vendor-specific lingo, default modules, add-ons, usage limitations, etc. An example: When employees are given access to a self-service portal, they too could be classified as users by the vendor.
Training: On-premises deployment might require additional hardware and training of your staff at the vendor's location. All of this might come at a cost. But if you go for a cloud-based model,
Capex is reduced, and the training can be done online cost-effectively.
Knowledge: What about access to the knowledge base, courses and webinars. Find out if there are any charges their sales folks may have forgotten to bring it to your notice.
You can also ask the vendor if anything else must be paid now or later. Record this response on an official communication channel, like email, so that there is no ambiguity or misunderstanding.
Since there is much thought and effort that goes into an HRMS implementation, you need to calculate the total cost of ownership over a period of time and estimate the probable return on investment.
In order to arrive at the TCO, you must add the cost of software, manpower, deployment, data migration, training, support and anything else you deem necessary. As cited earlier, the engagement is likely to have additional/hidden costs, and you wouldn't want to be caught unawares. This exercise is vital in your budgeting phase.
ROI estimation can be tricky since you are yet to deploy the HRMS and use it for the predefined period. Come up with an approximate figure for the reduction in operational cost and number of issues. Also include the enhancement in employee engagement levels. This makes it easier to sell your proposal to the management and review the outcomes later.
If you are in the market for an HRMS software, chances are you would have already spoken to various technology providers. At greytHR, we don't like to make comparisons. Instead, we prefer to tell you what we can offer and leave the decision to you. We'll do our best to ensure that the process is as easy and transparent as possible.
You can view our different pricing plans on our website. No matter what industry your organisation operates in, we should have a plan that meets your requirements and budget. We have also added an FAQ section, on the same page, to clarify some of the doubts
you are likely to have.
We do accept the fact that the HRMS market is hypercompetitive. Multiple vendors offer different solutions that cater to the varied needs of organisations of all sizes. At a macro level, HR solutions are classified and packaged in different ways by different providers. Check out this blog on the key differentiators of HRMS, HRIS and HCM
Even the pricing can sometimes be complex since most HRMS solutions have a selection of modules to handle recruitment, payroll, leave, attendance and more. If you want to know the right combination and add-ons your company needs, you have to dive deep into the details. Once you are able to outline your requirements precisely, go ahead and make an apples-to-apples comparison.
The above efforts might become futile if you don't get a buy-in from the management. The fact that they look for cost efficiency, productivity enhancement and value addition to business is anybody's guess. Since HR has started playing a strategic role in business, you know how and how much a powerful HRMS can help.