The administrative tasks related to the management of a company’s human resources are becoming increasingly time-consuming for the teams in charge. However, they do not generate any real added value for the company and they could, at least in part, be automated. This is where the HR information system comes into play, as it frees the HR team from a number of tasks. This time freed up by a HRIS software software can then be devoted to other missions linked to the company’s strategic management, bringing real added value.
HR information system: presentation
It’s no secret that personnel administration is time-consuming. However, certain time-consuming tasks, such as payroll, scheduling, absences and training, could be automated, at least partially.
The HR information system is a tool made available to human resources and company employees more generally.
Its aim is to simplify all administrative tasks linked to personnel management and tooptimize HR processes.
An HRIS tool is made up of different independent, but interconnected, software bricks. The company then has a centralized, homogeneous and coherent solution for the administrative management of the personnel. If large groups were the first to equip themselves with such solutions, publishers now offer versions adapted to smaller companies. Saas (Software as a service) has also made its appearance and allows for a reduction in HRIS implementation time.
The fields of application of the HR information system
The HR information system will naturally provide tools for administrative management (recruitment, career follow-up, remuneration…), payroll management (automation of the transfer of necessary information, such as absences, to the payroll manager), time management, talent management and training.
Dashboards are accessible not only to human resources, but also to all company employees, whatever their function.
An employee can consult his or her leave balance, submit an absence request and track its validation, request training… All requests automatically follow a validation workflow, with regular reminders to those concerned if necessary. The follow-up can be done from its dashboard.
Thanks to HRIS, the HR function and managers have the tools they need to facilitate recruitment on the one hand, and optimize employee performance on the other, by identifying training needs in advance, for example.
The HRIS also integrates tools such as social networks, to facilitate communication and the exchange of information between employees. Knowledge sharing is facilitated, as well as staff mobility. Thanks to these solutions, employees can work from the company’s premises, from home or in a coworking space. They have access to the same tools via the HR portal, made available to them via a secure network.
How do you successfully implement an HRIS project in your company?
Are you planning an HRIS project? Don't leave anything to chance: follow our guide to the successful implementation of your HRIS!
You can also read about the success of an HRIS project in our special report:
- The digital transformation of HR functions: what role for the HRD?
- The major challenges for human resources management in the future
- Regulatory issues for HRDs to master in 2019
- Valuing the employee experience, a priority for HR departments
- Improving the company's HR processes, the major challenge for HR departments
- Human Resources Information SystemHRIS), what is its use?
- HRIS to improve the company's HR processes
- Human resources and technologies for business performance
- What technological tools are available to HRDs?
- HRD: which HRIS solution to choose for your digital transformation?
- Help in choosing an HRIS: why use a firm?
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