The role of HRIS in midsize companies is becoming more and more important. And for good reason? The HR complexity they face is constantly increasing. Digitalization is the best way to solve these challenges while optimizing HR processes. The HRIS is at the heart of this digital transformation, which promotes the circulation of information and facilitates the efficiency of processes. The key is to select it wisely your HRIS.
The main current HRD projects
With all the changes at work in companies, the HR function has probably never faced such major challenges. This reality is even more true in the Midsize companies where the function considered as a support beforehand becomes a major actor to support the growth of companies. The HR function is now at the heart of corporate strategy. Indeed, recruitment is one of the main obstacles to growth.
HRIS, the new best friend of human resources
The HRIS is a set of digital tools essential for optimizing HR processes. From payroll to human capital management and employee administration, HRIS provides all the software tools within a single platform to automate a number of human resources management tasks, monitor them and simplify relations between HR and employees.
The HRIS has many advantages:
- A great simplification and automation of repetitive and tedious tasks
- Centralization of all HR data
- Simplified communication between employees.
- 24/7 availability from anywhere with SaaS
- A strong interaction with the company’s other software, which saves a lot of time.
The essential features of an HRIS
Combining IT and human resources has become essential to facilitate employee engagement and retention. To be optimal, an HRIS must include at least a certain number of modules:
- The HR portal
It is the platform that HR, managers and employees can access from anywhere and at any time to share HR information. The latter allows HR to share information between the various team members in complete security, Managers to carry out their tasks of recruitment, onboarding, evaluation and support of their employees and employees to receive reminders of missions to be accomplished, to consult the company’s announcements and HR information and to access all the company tools made available to them and facilitating their daily work. (professional interviews, annual interviews, leave and absences, etc.).
Recruitment and talent management automates and simplifies the recruitment process from the candidate selection process to their integration into the company. This type of solution allows the company to shorten its recruitment cycles, improve their efficiency and guarantee a quality candidate experience and facilitate internal mobility. On the talent management side, the HRIS is designed to manage the entire employee training and development process. It identifies the needs of the company and those of the employee and defines an appropriate training plan. The employee thus becomes an actor in his professional career and is offered positions adapted to his career development.
- Administrative and working time management
We are fully involved in the HR software that has become mandatory for companies. This type of software allows the support functions to create a reference database. For the HR function, it is this type of tool that manages human capital. It allows continuous monitoring of each employee’s individual files. Each person has a dedicated space to consult their personal file and manage their attendance and expense reports. The employee completes his time sheets easily and sends them for validation, he can at any time check the accumulation of his hours worked and his recovery counter. The manager validates the time sheets of his team and manages the progress of projects in terms of time and budget. The HRIS allows the company to measure the performance of projects by department or customer and to analyze the costs, margin and profitability generated by project or customer.
Today, the automation of most salary-related operations is becoming essential to avoid repetitive and tedious tasks and limit the risk of errors. Payroll software makes it possible to considerably optimize the process of preparing pay slips. Payroll software must be able to adapt to constantly changing regulatory and social constraints, The most delicate task for the company remains the selection of a tool that perfectly adapts to its needs. Companies need a solution that is easy to use, interfaced with existing tools and can go beyond payroll to provide a complete platform including GA, GTA, Payroll and HR.
In all cases, it is important to choose software appropriate to the number of employees in the company, which makes it possible to comply with regulatory requirements and provides an optimal level of protection and security of HR data. Such a tool must also be able to evolve and adapt to the company’s growth.
These trends are compatible with HRIS to improve the employee experience
- The Chatbots
This technology will push HR to review the way they communicate. Currently, an employee can use his smartphone to interact with his HRIS to manage his expense reports, for example. The improvement of the bots will increase their influence in the human resources universe. An HRD will likely be able to contact him to identify 3 internal employees who can replace another. In reality, this type of innovation will allow the function to refocus on much more strategic tasks.
- Digital learning
This is the booming trend in the world of training. In just a few years, e-learning has become the major innovation in the HR world. Today, the interest of this type of tool is to offer a personalized training experience thanks to artificial intelligence. The HRIS can thus adapt a training program to each employee according to his or her interests.
- The collaborative
This is not really a trend in the strict sense of the term, but it has been at the heart of the news since the emergence of the social partners. For HRIS, collaborative often means sharing documents on an intranet. However, its role may be much greater in the coming years. The scope of application of the collaborator has its place in training or recruitment. HR would welcome the idea of being able to identify talent differently.
- Big Data and Dataviz
HR will become analytical or not. It is becoming essential to manage HR with real indicators and to be able to enrich decision-making and effectively manage HR. Payroll management, career plan management, talent shortage, payroll management… HR faces many business issues that require a global vision that BI can provide.