Human Resource technology in today’s faced paced environment has migrated towards web-based services that include online recruiting services, digital training, employee self-service (ESS), online applicant testing and online benefits management. Most businesses now make use of HR portals that offer a variety of services and provide the ease of a ‘one point of contact’ approach.
Here are our top 4 reasons to invest in HRIS:
#1 HRIS Technology advances your business
Adding a new digital function to an HR system provides an opportunity to re-examine the overall functionality of the business. Cycle-time processes are reduced which leads to a more streamlined decision making process within the organisation. Efficiency is maximised due to the one point of contact system which offers time saving benefits and thus reduced cost per transaction fees.
Integrated HR processes are more efficient. While technology cannot be seen as the solution to all problems, they certainly add several benefits to an organisation. Most firms report heightened productivity and enjoy increased profitability through improved HR processes.
#2 HRIS is employee focussed
While HRIS can be used for its HR compliance and reporting tool capacities, the system is best optimised when used to delegate HR transactions and data maintenance to employees. While certain team members may be resistant to switching to a digitally based department, it is generally an easy process as in today’s world where most employees are online-savvy and enjoy shopping their favourite e-commerce sites, downloading apps, completing bank transactions online or even making a dinner reservation online.
Service management of the HRIS system can provide the same level of ease and simplicity for your employees 24/7 from their mobile devices or computers. The HRIS system offers employees complete transparency of all HR processes which leads to a heightened sense of employee understanding and an increase in fairness and overall job satisfaction.
#3 HRIS and employee performance management
Digital employee performance monitoring forms a valuable part of the performance management system. Employees should however be informed in advance and briefed in full about which set of criteria will be monitored. By communicating openly with employees, and setting clear deliverables, the system has led to improved performance and improved performance of the organisation.
#4 HRIS and data analytics
Since the implementation of HRIS, the HR industry has been able to answer a new set of criteria; as a result of the systems’ ability to capture a new set of data. For HR personnel, HRIS systems provides immediate and optimised results to questions related to long-term performance and staff retention.
The new HRIS systems fully support HR management by providing immediate access to data. In years gone by, HR data was not readily available which proved difficult to extract an accurate answer to questions posed by Executive Management.