A Human Resource Information System (HRIS) is a software solution that enables data entry, data tracking, and data management for human resources, payroll, and accounting. HRIS is a useful tool that helps HR departments work more efficiently while staying organized. There are different types of HRIS software solutions, each with different functions and capabilities. It’s important to choose an HRIS solution based on the features that are most beneficial to your specific business.
When you have the tools in place to help with core HR functions, your HR professionals spend less time completing routine tasks and more time optimizing operations. An HRIS database ties all important information together in one place to empower your HR department. A good software package, such as Arcoro’s, has key HRIS functions, such as managing employee information, the ability to store data for future access, benefits administration, payroll process integration, performance development, career plans, and succession planning.
The right HRIS simplifies HR processes so that your HR team can focus on improving the bottom line. This includes the use of e-signatures, reduced paperwork, compliance, automated onboarding, training and talent management, improving customer service, and providing better oversight with fewer human errors.
The Do’s of HRIS
Be sure to include all employees in your HRIS database before reviewing your data for consistency and accuracy. There should be consistency in the terms used to label data. Take a look at the display order for your reports. The values in an HRIS database automatically appear in alphabetical order. If you need reports in a hierarchy structure, you may want to change the order.
The Dont’s of HRIS
One of the biggest mistakes you can make when it comes to HRIS is choosing the wrong solution for your business. Think about the essential HRIS functions your HR department needs and the solution’s accessibility for all employees. The best HRIS system is scalable and grows with your business. It’s never a waste of time to train your employees on the new HR software before implementing it. Highlight the employee benefits of the system and teach employees how employee self-service features work.
Don’t assume your HR department will adapt immediately to the new system. Give your HR managers the support and resources they need to help their department adapt to the new ways of going about HR processes and workforce management.
It’s always important to consider your needs and how a product or service can address them. It’s also important to weigh the cost-benefit. Waiting too long to address a need can often result in costly consequences, both at work and at home. A great example of being proactive to save yourself less time and more money finding a solution in the future is preventative maintenance.
“Don’t wait until it breaks” are words of wisdom for homeowners, and this wisdom applies both to home appliances and HR systems. Just as you should schedule regular preventative maintenance of your AC and heating system for optimal functioning, or maintain your plumbing systems by keeping an eye out for any plumbing issues, so, too, should you update your HRIS with new iterations of the software on a regular basis. You can easily address any physical issues such as wear and tear on your home to improve curb appeal. It doesn’t cost much to spruce up paint, clean up the yard, change out hardware and light fixtures, and de-clutter rooms. This is just like your HRIS—you don’t need excess data on your Human Resource manager’s dashboard or features that were useful a year ago but no longer help. Just as you would update your AC or plumbing, make sure your HRIS is up to date with your needs.
What are the benefits of HRIS?
The right HRIS provides your business all the information necessary to track and analyze current and former employees, as well as applicants. HR systems empower employees to manage their benefits updates and personal information changes without the help of HR personnel. HR managers have access to key employee information needed to legally, ethically, and effectively support the success of employees.
The best HRIS helps HR professionals in a number of ways by tracking key information such as attendance and PTO, pay and title changes, performance management, and performance appraisal, personal employee information, disciplinary actions, applicant tracking, and hiring process tasks.
Any business that wants to improve operations and streamline HR functions needs to implement an HRIS solution that best serves the needs of the business.
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