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How can HR make more time for people? Put processes and platforms in place first<\/h2>\n
There\u2019s a common misconception that HR professionals spend all their time talking to people. Of course, the \u201chuman\u201d element of HR is fundamental. And HR professionals need to be available to answer employees\u2019 questions, identify and solve issues, and keep personal engagement levels high. But that\u2019s not all they do. Far from it. In essence, HR teams are mediators between a business and its people. Which means syncing up and balancing out the needs of both.<\/p>\n
At the heart of this is data. This is where an HRIS comes into its own.<\/strong><\/p>\n For every employee on your payroll comes a wealth of information. This information reveals a lot about each individual. And being in possession of that personal data comes with huge ethical and legal responsibilities. Of course, the more people you manage, the greater (and harder) that responsibility becomes.<\/p>\n Which is where the need for technology comes in. HRISs keep data secure. Self-service versions (where employees input their own data) also ensure that GDPR requirements are automatically met.<\/p>\n Whether it\u2019s contracts, resumes, equal ops forms, or onboarding guides, HR teams can\u2019t function without (digital) \u201cpaperwork.\u201d And for each piece of paperwork there are issues of storage, access, and integrity to consider. Collecting, organizing, and protecting large amounts of documentation and data manually takes time.<\/strong> It also takes effort, focus, and concentration. And even the most dedicated and capable employees can\u2019t sustain all of those indefinitely.<\/p>\n Technology solves the potentially risky business of document management by offering a centralized solution with inbuilt version control functionality. Plus, it offers a consistent approach to managing data. And by automating processes reduces any room for error.<\/p>\n HR teams need to make tactical decisions and be able to justify, measure, and track them. Without (accurate) data, those decisions become meaningless. And potentially damaging to individuals and the stability of an organization as a whole. With an HRIS, key metrics such as eNPS, turnover, retention rates, time to hire, and quality of hire can be captured consistently. The latest data can be accessed in a click. And downloaded into shareable reports.<\/p>\n Every day, HR teams have to coordinate a range of activities that keep businesses functioning. From onboarding new employees to advertising for new hires, recording sick leave to sharing PTO updates, processing payroll and expenses to managing conflicts, and overseeing training, the list goes on. And for each of those processes there\u2019s data to be recorded, saved, and shared. Without an automated solution,<\/a><\/strong> these day-to-day operations leave HR teams little time for anything else.<\/p>\n Not all HRISs are made equal. Yes, the main principle is the same for all of them: to act as a central database for HR admin and employee data. But there are a host of differentiating factors to consider if you want to choose the right HRIS. Some of these will be deal breakers for you. Others less so. Either way, the more you know about your organization’s current and future needs, the easier it will be to find your best-fit solution.<\/p>\n In an ideal world, anyone in your company should be able to use an HRIS without much (if any) guidance, training, or hand-holding. But some systems are more intuitive than others. To optimize user adoption, it\u2019s important to assess usability when you\u2019re about to choose HRIS software. Compare this with the level of tech literacy across your organization. And against your capacity to provide support internally. Consider usability across different user types, too. Is there a clear dashboard that HR admins can customize?<\/strong> Can new hires input their employee data without needing help or explanation? Employees and HR professionals alike should find it easy to navigate through the system, complete tasks efficiently, and access relevant information without any struggles.<\/p>\n We\u2019ve talked about the deep link between HR and data. Well, reports are the glue that binds both together. Whether it\u2019s payroll summaries, performance analytics, a presentation to the board, or a point-of-discussion for internal reviews, a quality HR system should offer a wide array of customizable reports. Which, as well as looking \u201cpretty,\u201d should be quick to create and share on the spot.<\/p>\n Giving employees the power to manage their own HR-related tasks brings big benefits. It relieves the burden on HR professionals.<\/strong> It also promotes better levels of data accuracy. Most HRISs will have self-service capabilities. But if you want to choose the right HRIS, it\u2019s still important to review the level of functionality to check it meets your expectations and requirements.<\/p>\n There\u2019s no one-size-fits-all model when it comes to business. And your HRIS should reflect the unique structure, needs, and attributes of your organization. From configuring workflows to adapting forms and fields, customization keeps your HR platform and your processes in sync. This flexibility means you can keep pace with changes within your own business, too. Again, if you\u2019re about to choose HRIS software, check the scope and range of customization options and compare these with your needs.<\/p>\nStaying secure<\/h3>\n
A single source of truth<\/h3>\n
You can\u2019t manage what you can\u2019t measure<\/h3>\n
Business as usual<\/h3>\n
What to look for in an HRIS<\/h2>\n
Usability<\/h3>\n
Reporting<\/h3>\n
Self-service functionality<\/h3>\n
Customization<\/h3>\n