Human resource information system, usually referred to as HRIS, is the product of the perfect combination of human resource technology and information technology. HRIS is a system that centrally stores, tracks and manages all data related to the organization's HRIS operation, including employee data statistics, working hours balance, attendance time, medical details, benefits and policies. Enable employees to manage the entire life cycle of an enterprise on a platform to improve the digital and information level of the enterprise, thereby saving a lot of manpower, material resources and time costs.
How to choose a human resource information system correctly?
Today, most human resource professionals use HRIS to simplify their work processes and improve personnel management. Unlike traditional spreadsheets, HRIS terminates manual HR management and avoids unnecessary errors and confusion. In addition, HRIS will be more friendly to data processing. When the human resources department has data support, it can also better solve problems related to employee turnover, multi-generational employee management, and performance management.
Of course, not all companies need to implement a set of HRIS, but as a corporate manager, you must understand what challenges you will encounter in the process of personnel management, when to implement HRIS and how to choose HRIS.
When is HRIS needed?
1. When the scale of employees expands, electronic forms cannot meet a large number of manual and complex management tasks. In order to avoid more errors, data errors caused by outdated systems may lead to compliance issues and employee dissatisfaction. At this time, HRIS is needed. Assistance: You can easily and effectively store data related to multiple HR functions in an organized manner. From collecting personnel data to entering the system, the whole process will be very simple and fast.
2. Different systems are used in different processes. For example, multiple systems are used to perform HR functions such as recruitment, performance management, and attendance management. Data circulation between various work modules is difficult, which will greatly reduce efficiency. A unified human resource management platform can solve this problem. When all data is placed in one system, you can also better understand the nature and behavior of employees.
1. Understand the organization
Before looking for HRIS suppliers, it is necessary to understand the organization's human resource needs and long-term plans. In this process, it is not only necessary to ask the human resources department's ideas, but also to seek the opinions of employees to understand the current problems and how to solve them and let the company grow. For example, consider the organization's recruitment model and evaluate the current company culture to ensure that HRIS is appropriate.
2. Do extensive research
This is one of the most important steps when choosing HRIS. There are many HRIS suppliers on the market. List those well-known HRIS suppliers that provide products that meet the company's needs and goals, and take a moment to collect detailed information about each supplier. When selecting a supplier and evaluating whether these functions can help the company overcome existing human resource challenges, it is necessary to formulate a reasonable budget and ensure that the selected options are within the allocated budget.
3. Make the right choice.
Discuss with the team and draw conclusions by comparing HRIS functions and budgets with your organization's needs. Make sure that employees have a clear understanding of HRIS. Once you are ready, you can start implementing it. Afterwards, it will also take a certain amount of time to train employees so that both managers and users can use the HRIS system smoothly. For example, you can discuss with HR, how to use HRIS to make attendance management more scientific and efficient, how to quickly view employee performance reports, and so on.
4. Re-evaluate After the
implementation, employees are encouraged to use all functions. After a period of time, a brief survey is needed to confirm whether employees think the system is useful, and it is also necessary to discuss with the implementation team again to understand whether HRIS has helped them overcome the human resource challenges discussed.
Ultimately, when choosing HRIS, you must ensure that it meets the organization's human resource needs. If the implemented HRIS is not applicable to employees and organizations, it can only produce counterproductive effects. With the help of Zoho People human resource information management system, you can customize it according to the needs of your organization, and you can create workflows to simplify daily HR tasks.