As a decision-maker, you may already be well aware of the advantages a Human Resources Information System (HRIS) can provide for a corporation. From reduction in paperwork to greater compliance and improved productivity, HRIS systems come with a boatload of benefits, but knowing when and how to implement one is critical to employee adoption and success of the platform across the business.
Oftentimes, company-wide system upgrades require a tailored plan for platform selection, purchase, implementation and onboarding of your workforce. But before that, you want to first determine if an HRIS will suit the needs and nature of your business.
Below are 10 questions to help guide you through the decision-making process. If you've answered "yes" to 5 or more, it might be time for a larger discussion with someone like Humani HR, who can develop and deliver a tailored plan for infrastructure upgrades.
- Does your company have a central source of truth for all corporate activity and information, or are functions spread across various systems?
- Is time being lost to navigating and troubleshooting existing technical infrastructure?
- Is there one or many “ways of working” within your organization? This includes templates, processes, documents etc.
- Is visibility of employee performance and productivity increasingly obstructed as the result of new work-from-afar arrangements?
- Are training and development opportunities for employees suffering as a result of changing workforce structures that eliminate in-person workshops?
- Are recruitment, compensation and performance management functions largely manual in nature?
- Is your workforce set for growth in the near future?
- Is a lack of infrastructure causing bloat in job descriptions for employees?
- Is information and data security an ongoing cause of concern for the business?
- Is the company in a position to invest in implementation and onboarding of a new HRIS?
