6 Considerations When Selecting An HRIS

Getting constantly frustrated with tedious and repetitive manual tasks? Fret not, the right Human Resource Information System can digitize and automate your workflows for a more efficient workforce. Companies vary in size and face different challenges, hence there needs to be due diligence in the HRIS search and selection process. You can rest assured that you will be in the right direction following A.D.V.I.C.E.

  1. HR Analytics

HR analytics is becoming increasingly important and often overlooked in companies. A good HRIS with advanced analytic tools can provide your company with important data, which can be useful to determine turnover and attrition rates. A talent management module can also help companies to develop and retain their key talents. With integrated analytic capabilities, companies can align their goals and have a more productive workforce.

  1. Data-security

Data breaches, cyber-attacks, and hacks are growing increasingly frequent in the world these days. Data security is more essential now than ever to safeguard your company from suffering potentially heavy losses. By establishing the right HRIS, companies can feel confident in their work processes and ease staff concerns on how their data is being handled.

  1. Vendor scalability and stability

A scalable HRIS is important to grow along with your company, so you do not face issues of replacing it in the future. The vendor must be able to provide constant enhancements and launch new features without compromising the performance of the system. Also, having great customer support is crucial to smoothen the implementation process and address any unexpected issues.

  1. Integration

Smart and seamless integration features should be part of the HRIS you select so that it will not disrupt the ecosystem of your company. An integrated HRIS will benefit companies by reducing human error and automate workflows which produces a more efficient and happier workforce. A tell-tale sign of a good HRIS vendor will have the capability to integrate with other sub-systems to automate your data flow; hence, effectively eliminating human errors and manual effort.

  1. Cost

Cost is always a factor that companies will need to think about as it can vary depending on the number of users, the technology deployed, and the product features needs. An HRIS vendor that allows you to pick the most flexible deployment method for your operation will help you save money. While cloud subscription might offer a quicker deployment for smaller companies and a lower upfront cost, large enterprises might find more savings going for an on-premise model with one-time license payment and annual maintenance.

  1. Ease of use

Finally, a good HRIS should have an intuitive user interface and be accessible across multiple devices. It can be frustrating and inefficient if the system is not user-friendly. As everyone will be using it, the platform should be easy to navigate so your company can promote and encourage employee self-service. This helps to save valuable time and creates transparency within companies, which can increase employee satisfaction.

It should be clear by now that if your company has not implemented an HRIS or facing issues with your current system, it is time to act. While it does require a considerable amount of effort for implementation or change, the rewards you reap later will be worth its weight in gold.