Human Resource Information Systems (HRIS) have become more and more complex. Having the right tools will not only increase efficiency, but can lower costs. Knowing when to choose the right system, or the proper time to change the wrong system, will have clear benefits for your HR team and overall organization. To properly evaluate these benefits a company should break down the necessary HR functions and processes to do a cost benefit analysis, prior to, and after, adopting a new HRIS platform.
Having a strong HRIS goes beyond the technology to include the level of customer support provided by the selected vendor. Errors are inevitable, but a support team that is able to address them in an expedient manner will help minimize the impact of them. Understanding the breadth of capabilities of the HRIS “partner” you select will prepare you for future success.
3 Key Reasons to Adopt a New HRIS:
1. Enhance HR department’s ability to be a strategic partner with the rest of the organization. The HR department, more times than not, serves as the underpinnings of a company, connecting various function of a business. An HRIS will address gaps between business needs and capabilities.
2. Save time and money. Understanding the costs of each function within HR and how this will be impacted by a new technology will bring to light the ROI of an HRIS. An HRIS will automate processes to avoid unnecessary redundancy on tasks. Some of the functions may include: employee records, on-boarding, payroll, benefits admin/enrollment, applicant tracking/recruitment, performance management, compensation, time and attendance and expense reporting.
3. Minimize errors across an organization. Using a “hub and spoke” analogy where the HR department is the hub, and other departments are the spokes, the HRIS will streamline communication and operations while creating an accountability trail. This also addresses compliance concerns.