Odoo project costs: how to plan
As with any new ERP implementation, an Odoo deployment needs to be carefully planned and costed
So, you’ve decided to deploy Odoo HR, the open source Human Resource Management System (HRMS). Unsurprising, really – the suite of apps within the system enable a standardised, streamlined approach to everything from performance evaluation to recruitment, hours worked to expenses requests. Odoo provides a solid platform for both strategic HR and recruitment practices, and business growth.
However, as with any new ERP software implementation, an Odoo deployment needs to be carefully planned and costed. How best to do this?
The basic pricing of Odoo is straightforward, with different apps to choose from and different pricing bands according to the size of your organisation. This, of course, is the best place to start when planning overall project costs. However, from there you need to consider a number of smaller areas, as follows:
Cost area 1: Planning
This is often neglected in a cost analysis, because organisations think that it comes before the deployment itself. This stage might involve selecting Odoo from a shortlist of different software options, for example. Later on, it might involve reviewing the different modules available within Odoo to determine which are required. It should certainly include a period of projecting return on investment, so that the success of the overall project can be analysed further down the line.
Cost area 2: Customisation
As with any ERP solution, Odoo can be tailored to suit the precise needs of the organisation in question. Special requests regarding the processes or flows of information can, however, increase the overall cost. Since Odoo incorporates a wide range of modules which cover multiple different functions, it makes sense to thoroughly familiarise yourself with these from the outset and examine how mixing and matching these can deliver the required functionality.
Cost area 3: Data import
Again, as with any ERP solution, once you have deployed Odoo HR you will need to migrate across your existing HR information, possibly from several different sources. The scale and complexity of this task will vary hugely according to how large and complex your workforce is and the systems you are currently using. Any existing ERP vendors will need to be approached for an import template.
Cost area 4: Training
Odoo HR is an intuitive and easy-to-use system, but any new software deployment is likely to incorporate some initial training costs as staff get used to the new system. An implementation partner like Smart IT can add real value here, by offering training and support as the new system is set up.
Cost area 5: Ongoing support and scaling
Once your Odoo deployment is up and running, it is important to factor in the costs of ongoing support, troubleshooting and scalability as your business grows. What mechanisms will you have in place if a staff member has a question on how to use the system, or if a new member of staff joins the HR team and needs to be walked through the software? If your business is planning ambitious growth, how will this changing workforce affect the ongoing costs of licenses?
An Odoo deployment is a multi-faceted project, with many different areas to think of in terms of making accurate cost projections. By breaking it down in this way from the outset, you can gain a granular picture of costs, and a detailed understanding of where they can be streamlined – helping you maximise the benefits of the software solution.