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”. 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.