Covid-19: The need to implement a HRIS for companies

October 8, 2020

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The Covid-19 crisis continues to shake up the professional world and the complexity of human resources management is only reinforced by it. Faced with this, digital advances are accelerating and a multitude of applications and HRISs are designed to make life easier for HR teams and employees. 

It’s a fact, we are in the era of emergency digital transformation. For companies, the objective is to perpetuate the new work organisation and its functioning through digitalisation. As a result, budgets dedicated to this transformation are increasing in organisations of all sizes. With the covid-19 the companies need to implement a complete HRIS. 

Covid-19 breaks down the last barriers to digital transformation

The HR function takes a major place in companies

To say that it is only the pandemic that caused the digital transformation of companies is too simplistic. However, a Fosway study proves that the HR functions that are most advanced in terms of digital transformation are those that are doing best during the crisis despite the resulting pressure on cash flow. The study reveals that many companies are looking to optimise their spending by taking advantage of the HR technology they already have in place.

The Covid-19 crisis is enabling HR managers to take a major role in strategic organisational decisions (link to blog article: “HR managers, a business partner”).

Human resources also have an important role to play in what has become known as the “new norm” with the introduction of mass teleworking in companies. For them, it is a question of enabling employees to stay at home while supporting their well-being and guaranteeing a strong link with the company.

Work flexibility is now a reality for all, and it will continue to be so

Confinement has forced many organisations to unlock work to make it more flexible. Home-based work” has changed massively. New digital tools are now available to teams who have had to adapt to it instantly. All organisations have been forced to change their operating model. But the real value of flexible working is not a question of location or tools, but a question of transforming labour productivity. For the Fosway study, an interesting new approach is to segment work into small batches or “concerts” where workers can bid on jobs via an internal talent market. In a crisis scenario such as the one we are experiencing, this allows for the rapid redeployment of the right people internally in the right areas at the right time. In the longer term, it also offers new opportunities for staff growth and development, reduces staff turnover and perhaps paves the way for productivity and future success.

Find the HRIS than you need

An HRIS becomes an indispensable tool for total optimisation of human capital performance and a high level of automation of human resource management activities. From now on, an HR Solution offers only advantages. As a service offering, an HRIS is made up of multiple modules implemented according to the specific needs of the company. Its level of adaptability is high and evolves with the company.

An HRIS has many advantages:

– Simplification and grouping of everyone’s tasks

– Centralisation of HR data for better company performance and better monitoring of HR activity

– Simplified communication between employees

– Available 24 hours a day in SaaS mode and accessible on any web browser

– Allows to work in full mobility, facilitating HR processes and a better organisation of work

– HRIS must interact with the company’s other software and offer significant time savings.

The primary objective of an HRIS is the company’s performance. The HRIS is a support tool that helps and accompanies HR managers in their decision-making concerning the organisation’s human capital.