This generation can be called the most technologically advanced generation so far, with new technology popping everyday from every nook and cranny in the world. Comparing technology and the business world side by side, nothing in both aspects stays the same for long. Because if you do stay the same, you will get wiped out by the competition. The enterprises that fail to follow, research on, and prepare for the trends and movements that will come in the following years are often left behind in the dust. With this in mind, many businesses are already integrating technology more than ever in terms of adopting collaborative and interactive technology to streamline different types of processes and systems.
So what does HRIS stand for? An HRIS, more commonly known as a human resource information system, is basically connecting human resources and information technology through a specific HR software. Think of it as an HRIS is the middle man between human resources and information technology with an HR software.
What does it do? What this does is that it allows HR activities and processes to occur electronically. An HRIS makes it a point that a company can plan, control, and manage HR costs more effectively without needing to allocate too many resources toward them. Furthermore, an HRIS will also increase the business’ efficiency when it decision-making in the line of HR. Since it is with the use of technology and a system, the decisions made in HR can also increase in quality. This will lead the productivity of employees and managers increasing and becoming more effective.
When a business finally invests in an HRIS, this will tremendously help the business since it’s capable of handling the employees into two categories: payroll and HR. In addition to these software solutions, companies can customize their HRIS experience and get other modules that will fit into their needs. With HRIS modules, these can help businesses optimize their workforce by having them use the full productivity to use, including the workforce’s skills, talents, and experiences. A number of available modules are recruiting, such as resume and applicant management, benefits, succession plan attendance, email alerts, organizational charts, and tracking of employee training. Since it is the complete opposite of a pen and paper, these tasks including employee management can be moved into a place where everyone can collaborate. Since it is a place where everyone can collaborate, this system allows employees and managers to exchange information with one another with ease. In addition, since does not use a pen and paper method, it will be faster since it is only one location for announcements. This location is designed to be centralized and accessed easily from anywhere within the company, which also serves to reduce redundancy within the organization. Another advantage is that an HR administrator can retrieve back hours their day back and put into good use instead of dealing monotonous and mundane tasks required.
What do employees expect from their HRIS? Despite the number of technological advancements including ERPs and performance management systems, there are still improvements that can be made. One is the reliability and speed of the system. HRIS is still considered a system, this system experiences malfunction, lag, the speed of it is running, but most of all, a learning gap. Employees tend to complain about how much time it takes in order to learn the system itself and use it. This is a hindrance to data-driven HR and one that HR professionals must be taken seriously. Businesses are putting a lot of money into an HRIS so they are expecting a fast, reliable, and user-friendly experience. After all, if employees, the core in which a business does live, do not adopt these systems to make their work easier and faster, what is the use of investing tons of money? Here are the three reasons what employees are expecting from their HRIS.
- Usability: It is now more than relevant how we have a short span of being patient. We are used to having things the easier way. Just with a single tap, a task must be done. When an HRIS gives employees just minutes before they can learn the system, then it’s a good start. Because, do they need to go through a million of taps and swipes just to be able to do a simple task? HR must aim to replicate the convenience of the personal app, making it highly usable for the employee.
- Desirability: Employees expect work interactions to have instant feedback, readily available information, and a clean interface. Two-way, open and ongoing communication is a must for workplace systems. By having the performance management open for recognition and feedback rather than review it once a year on closed doors, it will be more desirable to the employees.
- Accessibility: The basic expectation nowadays is to have access to data anytime and anywhere. People are moving towards this rather than the old style of an employee’s self-service module can only be used in the office. By lacking access, it hinders effective work..
How to successfully implement a great HRIS? Here are 8 ways:
- Define your outputs: A great implementation starts with the customer really defining what are the things that they from their new HRIS. Since they are investing money into a service, these things including the values of the company, mission, vision, and objectives should be a top priority. As a customer, your values and objectives should be met with your supplier.
- Be open: Take the extra bit of time and effort to give your supplier a complete and thorough run down with the current processes and what you want your future processes to be.
- Ask “why”?: Beware of suppliers that does not ask why or challenge your processes. It is important that suppliers do this since they know their HRIS more than you do. By them asking why, they are trying to hear your side and hopefully implement and give advice on what’s a better thing to do for a specific process. They are supposed to advise you, not just follow you.
- Be benefits led: Invest some time in discussing what the benefits will be to track results that will notify you if you have made some progress. This ensures not just the business but the supplier have the same end goal.
- Test the entire system: When a solution has been done, test it numerous times. The solution should go through a multiple series of what ifs to be able to test if it’s fool-proof. As a customer, the supplier of HRIS should provide an easy way to have it implemented as easy as possible. As suppliers, they need to guide customers and employees, have clear communication within the workforce, and have a smooth implementation.
- Be realistic: By being realistic, you will know how much to invest in HRIS and know how many resources should be used.
- Be diligent: Both customer and supplier should be willing to document what the agreement is so everyone is clear where the baseline is.
- Be honest: Be honest about how the HRIS is working. Is it working towards your goal? Are you satisfied? Honesty will lead into making a solution as soon as possible and will lead to transparency between supplier and customer.
This system is a process that businesses, whether big or small, and no matter what industry is your company, can be used in order to maximize all of the resources that you have. This is often the steps that businesses are taking in the current generation in order to become the leaders within their sectors.
One must also remember that choosing the right HRIS is a critical factor to any business. A company should find a provider that will meet its goals, mission, vision, objectives, and values. When those are met, the company will be able to put the money and resources to a provider that will lead them to success.
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(N/A). n.d. What is a HRIS? Retrieved from https://www.employeeconnect.com/resources/hr-library/what-is-a-hris/
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(N/A). (2017). What Employees Expect from Their Human Resource Information Systems. Retrieved from https://www.hrtechnologist.com/articles/recruitment-onboarding/what-employees-expect-from-hris/