4 Keys to Leveraging HRIS Technology

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The 4 key benefits of implementing a successful Human Resource Information System: Today’s HR technology is moving rapidly to web- based systems to deliver data and services such as employee self-service (ESS), online recruiting, web-based training, online applicant testing and online benefits management. The majority of organizations now support HR portals, which provide one point of contact for a range of HR services. The underlining HR processes need to align to the HRIS system. Keys to pairing powerful technology with solid HR processes include the following:

1. Technology can change your HR process, for the better

Adding a new or additional function to the HR process creates an opportunity to re-evaluate the overall HR functionality of the organization. A typical scenario is HR workflow technology can reduce the cycle time of processes and streamline decision- making. Fewer people in the process usually means greater efficiency and lowered cost per transaction. Very often, processes built into HR vendor offerings are more efficient than an organization’s existing HR processes. Although it may be tempting to view technology as the solution to an organization’s problems, most firms will see more productivity and profitability gains by seizing the opportunity to improve HR processes.

2. Make your HR process employee central

Organizations using HRIS to delegate HR transactions and data maintenance to employees will outperform those using these systems solely as an HR compliance or reporting tool. Asking employees to use an online HR portal they can access at work, home, or wherever they may be could potentially be a more difficult concept for you to imagine than it is for them. After all, they use a portal every time they order something from their favorite e-commerce site, download an app to their smartphones and tablets, do their banking online, or even make a dinner reservation.

Completing those tasks is so easy, and service management can enable you to provide the same simplicity and level of service to employees 24/7 from their computers and mobile devices. Employees have become data consumers in their non-work lives and want that same level of access and control in their work lives. Giving employees access to their information increases the transparency of HR processes and helps employees better understand the role HR plays in the organization. Increasing employees’ perception of control over their information can also lead to an increased sense of fairness and job satisfaction.

3. Explain what is employee performance management?

Computer- based performance monitoring can be a valuable component of a performance management system, but it is important to inform employees about the aspects of performance being monitored and the reasons they are being monitored. Research has shown that communicating with employees in this way leads to increased acceptance of monitoring and to improved performance.

4. Data Analytics the future of HR.

The implementation of HRIS lets HR answer new questions with newly available data. Forward-looking organizations can use these data to ask and answer basic questions like: “What information on job applications predicts long-term performance and retention?” HR managers commonly report that one of the most dramatic effects of third-generation HR systems is the ability to analyze HR data and respond quickly and accurately to questions from Executive management.