HRIS: a Software to Manage, an Asset for Success

Folksy
November 4 2020
Stories

HRIS. Four letters, a ton of benefits. Initiates know that we are talking about a “human resources information system”. Today, this type of HR software is becoming more and more popular within companies. But how does it work in practice? And what benefits does it bring to both the employer and the employees? If HR management has long been based on the intervention of women and men at the frontline of modern management, the software solution now makes it possible to envisage an even more accessible, more efficient and more comfortable approach to HR management.

Not all companies have a developed and efficient human resources management department. Some use external firms. Others rely on the managerial skills of their most senior managers or employees, which are “natural” but limited and exhaustible in the long run. The latter approach, which is not very structural, unfortunately often proves to be counterproductive. Not to mention the fact that when in contact with poorly-adjusted information and management tools, many employees lose their effectiveness. In 2014, a survey conducted by the American website salary.com showed that 89% of workers “would lose time at work every day”. The detailed figures showed that 60% of respondents “lose 30 minutes to an hour a day, 16% … around two hours, and 2% … five or more hours a day”.[1] While there are many causes for this deficit, the expansion and multiplication of communication channels and meetings are contributing to it. Of course, the situation does not depend solely on the human resources policy in place. But with an HRIS, a company can partly address the problem. Why? Because this type of software provides managers with the optimal tools to analyze employee activities and decide on the best solutions to go with.

A tried-and-true system


Popular in North America and Europe, HR software solutions integrate everything that human “capital” management actually entails: talent sourcing, recruitment, salaries, performance review, employee promotion and skills development, simplified social and informational collaboration… The list goes on and on. While the implementation and control of the software package is the responsibility of both the HR department and the company’s computer specialists (with the help of consultants), the HR tool has the particularity of being collaborative and therefore accessible to employees. The latter thus acquire a certain degree of autonomy for requests for leave and training, or the confidential response to surveys related to the work environment. In this way, the system also frees HR managers from tedious and repetitive tasks and allows them to focus on strategy. In addition to the basic tools, which include the management of social benefits (retirement savings plans, profit-sharing, health insurance, etc.), payroll, allowances and schedules, the technological contributions allow for remarkable time and productivity savings. Definitely, the HRIS is an essential management and evaluation tool for employee engagement, as well as for talent likely to join the company.

A win-win situation


When you look at the many other benefits of an HR software, you’ll see that it fits in with the major trends that information technology is driving: sustainable development, elimination of paper processing and endless filing, data security, ease of use, connectivity at all times and on any platform. On the other hand, there is no longer any doubt that the adoption of such software meets the needs of all companies for whom cost and time savings (including hiring deadlines), performance measurement, reduction of error rates in manual administrative tasks and increased productivity represent daily and long-term challenges.  As two experts already concluded in the magazine Management & Avenir in 2010, “setting up an HRIS means driving change, integrating complexity, ensuring the consistency of actions, adjusting the speed of change, managing information and finally learning to learn continuously” [2]. The best conditions for success, in short.

 

How do you see the adoption of an HR system within your company? Don’t hesitate to contact our team to find out how Folks can help you structure human resources management and maximize your productivity.


1 Florent Francoeur, « La perte de temps au travail : une réalité quotidienne », journal Les Affaires, https://www.lesaffaires.com/blogues/florent-francoeur/la-perte-de-temps-au-travail–une-realite-quotidienne/575428
2 Florence Laval & Véronique Guilloux, « Impact de l’implantation d’un SIRH sur la GRH d’une PME : une étude longitudinale contextualiste et conventionnaliste », Management & Avenir, 2010/7 (n° 37), p. 329-350, [en ligne] https://www.cairn.info/revue-management-et-avenir-2010-7-page-329.htm

Sources:
https://www.lemagit.fr/conseil/Comment-un-logiciel-RH-peut-il-aider-votre-entreprise
https://www.cairn.info/revue-management-et-avenir-2010-7-page-329.htm
https://ordrecrha.org/ressources/gestion-strategique-rh/2010/05/integrer-les-processus-et-les-systemes-rh-un-gage-d-efficacite

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