You might think picking an HRIS (Human Resource Information System) is mainly about cutting down on HR's workload. However, that's outdated thinking; workload savings are just the tip of the iceberg. Today, changing your people management platform affects the entire organization, from user adoption to workforce management.
Streamlining Workplace Roles
From implementation kickoff to completion your team embarks on a process of adoption. Understanding what it means to complete day-to-day activities, learning about what's newly possibly, and just getting comfortable with the new workflows and UI. Learning anything new is difficult, but getting the right systems in place does have its perks:
- Administration: Set up processes and workflows to automate everything from hire to retire. You'll also reap the benefits of having visibility to your entire organization, letting you report across all areas of your organization.
- Managers: Provide real-time visibility to team and individual performance data. Also, reap the benefits of having to-do items auto-assigned to relevant leaders based on organizational activities. This allows your policies and procedures to be supported without the need for manual intervention.
- Employees: Essentially a one-stop shop for managing various aspects of employees' professional lives. Employees can update personal info, request time off, review pay stubs, and apply for new roles. This provides a sense of freedom and empowerment among your teams, improving overall satisfaction.
Where Does HRIS Provide Operational ROI?
When understanding if a solution is right for your organization the ROI question always comes into play. Sure time savings are great but the real value in these platforms is the enhancements to your day-to-day operations. Here are some key areas of improvement:
- Accurate Daily Time Tracking: Improve your picture of time and attendance with workflows that build exception lists for managers to review. Managers can then report on what they saw throughout the day. Finally, things like overtime, meal times, and other exceptions will be calculated based on your rules.
- Geo Clocking Solutions: To prevent time theft, such as buddy punching, HRIS often includes geofencing, which makes employees clock in and out physically within a specific work zone. In doing so, employees' time records will accurately reflect their time worked.
- Skill-Based Scheduling: When filling vacancies, you'll have a perspective on who can take the role based on their current active competencies.
- Seamless Payroll Integration: Have time and attendance data flow seamlessly into payroll processing. This makes paying your team a task of auditing and reviewing rather than a laborious assignment. With standardized practices driven by software, errors will be noticed. The risk of doing things manually is far too high, with the fallout of mistakes leading to overpaying or damages to satisfaction.
Final Thoughts
Implementing an HRIS in 2024, nearly 2025, is about seizing opportunities for organizational development. It requires collaboration across departments and a strategy that matches the company's long-term objectives. When considering the right HRIS, consider how it will affect all areas of your organization.