A unique HRIS software to boost the potential of your HR data

Why implement an HRIS?

The implementation of an HRIS software within the company accelerates the human resources processes. It addresses HR issues, such as the ease of creating HR data reports, optimizing dashboards, etc.

In addition, the centralization of data easily lends itself to the extraction of various and precise indicators thanks to real-time analyses (indicators on well-being or absenteeism for example). HRIS software is therefore a powerful and efficient tool.

Indeed, they can process a wide range of data depending on the integrated modules: payroll, training, personnel management, career development and recruitment or talent management. All these HR management services can be integrated into a single HRIS solution through different modules.

What are the advantages of an HRIS for your company?

HRIS software facilitates and optimizes the work of the HR function, but also allows employees to follow their career path within the company. Many of the problems faced by the HR function, such as repetitive administrative tasks, payroll processing and checking absences by hand, are automated with the HRIS solution. These HR software programs are a valuable aid for the various HR departments. In the end, they really allow them to improve their productivity. Indeed, HRIS have serious advantages:

• The automation of processes consists in automating the edition of pay slips and the management of working hours. It is one of the major advantages of the implementation of an HRIS software which is the saving of time. This allows the HR department to devote qualitative work time to high value-added tasks. The HR department team can therefore focus on people-related issues such as well-being at work, retention and talent management, maintaining good social relations, etc.
• The digitization of human resources makes it possible to limit the risk of error or oversight in the management of information that the HR department processes on a daily basis. The HRIS solution integrating artificial intelligence can go as far as making recommendations concerning the HR organization: distribution of working time, optimized training plan, data update, etc.
• HRIS software contributes to improved monitoring. With all the HR data available, the HRIS machine learning will perform real-time analysis in a more efficient manner, making decision making much easier.
• Some modules of the HR portal are accessible to employees, such as the career development module. They can consult and edit their personal file, follow up on their annual appraisals or request training. They can manage their administrative space, update their profile or communicate with HR departments easily through the interface. Moreover, the implementation of an HR management system makes it possible to create a collaborative work environment. Indeed, thanks to numerous digital tools, such as interactive dashboards, artificial intelligence, document sharing, exchanges between HR departments and employees are facilitated.

Boost the potential of your HR data with a unique HRIS software

HR departments deal with a lot of data on a daily basis. With the implementation of an HRIS software, all these data can be quickly exploited and analyzed in real time. For the human resources team, this is a valuable time-saver.

Indeed, for the analysis of all these data, the
machine learning
“is proving to be very effective. This artificial intelligence technology is capable of making predictions based on data and statistics. In concrete terms, the HR team can perform relevant calculations and interpret the data to make the best decisions.

For example, at the recruitment level, HR departments will accurately evaluate the hiring costs, calculate the turnover rate in the various departments and then more accurately forecast the company’s financial expenses. This feature also allows you to predict future hires with more accurate artificial intelligence-based application filtering.

Some HRIS software are also able to handle the management of absence time. By measuring the rate of absenteeism and the quality of work life while identifying the number of turnovers, artificial intelligence can detect the risks of absenteeism for a given period. With such analyses, the company can anticipate these absences by scheduling temps and managing leave more appropriately. It can also review its management policy, create more links with employees to motivate them and build loyalty, conduct annual interviews that are more focused on benevolence, etc.

Also read in our “Tools to use to manage HR Strategy” file:

• Aligning HR data with the company’s strategic challenges
• HR experts: making the most of performance indicators with your data
• Predictive analysis tools for HR
• Strategic Workforce Planning: what are the challenges for organisations?
• People analytics: data for recruitment
• Workforce analytics for career management
• How to discover and develop your employees’ engagement factors thanks to HR Data?
• Attrition, detection of high potentials, HR onboarding: concrete cases of HR data use
• A unique HRIS software to boost the potential of your HR data
• RGPD and HR data: good practices