What is human resource information system (HRIS)?
HRIS (Human Resource Information System) is a software that stores, manages, and tracks employee-related data. Originally an electronic record-keeping and filing solution, HRIS has evolved over the decades into a cutting edge management system that monitors and assesses data– enabling HR leaders to make strategic, evidence-based decisions. Though each HRIS differs depending on the company and the vendor, they usually include the following functions:
- Recruitment and retention
- Work scheduling
- Benefits administration
- Self-services for candidates, employees, and managers
- HR Workflows
- Core HR
Why should HR leaders care about HRIS?
An effective HRIS is a fundamental component of any successful company in today’s market. The system can improve the employee work experience, increasing engagement, productivity, and retention, while simultaneously benefiting HR. An HRIS boasts:
- Automation and self-services remove the burden of endless paperwork from HR professionals, enabling them to invest time and energy directly into the employee experience.
- An easily accessible database that provides HR leaders with data and reports to make informed, evidence-based decisions.
- A centralized virtual platform that facilitates employee engagement encouraging employees to connect, collaborate, and recognize each others’ achievements.
- Improved talent management services that enable a quicker, more direct recruitment process.
What can HR leaders do to effectively implement an HRIS?
Implementing an HRIS is time-consuming and complex, so HR leaders must be committed to the process. HR leaders can prepare for the HRIS implementation through these steps:
- Draft a comprehensive, concise plan. A written plan should include a timeline for the project, the processes for achieving objectives, the budget, and a checklist of the company’s needs. HR leaders can refer back to this strategy to ensure that they are moving towards their vision.
- Procure the support of senior management. Before jumping into such a large project, important HR leaders should ensure that stakeholders agree to support the initiative and move forward together.
- Assemble a team. A group of representatives from different departments ensures a well-rounded perspective and analysis of the implementation process. HR should select a leader to manage the project and encourage constant communication between team members.
- Choose an HRIS. After determining the company strategy and requirements, HR leaders and teams can begin comparing different HRIS products to find the right fit. It’s essential to pose questions such as: Will the vendor provide the support and training that our company needs? Will our data be adequately protected? How much is our company able to spend on implementation, software, and hardware systems?
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How can an effective HRIS improve company culture?
A seamlessly implemented HRIS system enables a company to function and progress, while also keeping pace with the fluid market. Moreover, an HRIS enhances the employee work experience — promoting efficiency, engagement, and community. This in turn contributes to building a company culture of individuals who feel they belong to a unified body, as they collectively work towards a shared goal.