Continuous improvement of your HRIS: 5 Councils to ensure the sustainability of your project

Implementing an HRIS is a key step for any modern organization. But once the project has been launched and adopted by the teams, a new challenge arises: how to ensure that the system remains efficient, reliable and useful over the long term?

The answer can be summed up in two words: continuous improvement. To sustain a HRIS, it needs to evolve in line with the needs of the company, users and regulations.

Here are 5 concrete tips to keep your HRIS robust and ready to meet tomorrow’s challenges.

5 best practices for continuous improvement of your HRIS

1. Improve sensitive interfaces

Interfaces are the beating heart of your HRIS: they connect your HR data to other systems such as payroll, absence management or talent management. To make them more efficient, it’s essential to ask yourself the right questions:

• Can we shorten interface transit times?

• Can we create a unitary on-demand call to improve interface flexibility?

• Can we reduce data customization, simplify transcoding and make it as close as possible to the source system?

• Can we reduce the quantity of data sent without reducing data quality

• Can we reduce the number of intermediate systems to improve interface robustness?

The idea is simple: aim for simplicity simplicity and efficiency. The less complex it is, the smoother the maintenance process, and the faster the teams can increase their skills.

2. Reinforcing system security

HR data are among company’s most sensitive data. Improving security involves :

• Rationalization of the tool’s roles and access rights. A simple list of roles makes it easy to assign them correctly.

• Gathering access rights on a role improves browsing performance. In fact, by reducing the number of custom roles, you’ll cut control times when displaying pages or downloading data.

• Don’t forget to update to the new regulations GDPR

A secure system is one that inspires confidence in employees and reinforces the credibility of the HR function.

3. Optimize the governance datas

To be useful, HR data must be well managed. Here are some ideas for improvement:

• Create and share clear diagrams of data workflows.

• Implement effective error management: legible logs, alert processes, clear responsibilities.

• Lighten the TMA by eliminating non-value-added tickets.

A good governance system avoids bottlenecks, improves user satisfaction and makes data more reliable for decision-making.

4. Develop a communication strategy

A high-performance HRIS is not enough: it must be understood, adopted and shared.
Communication is the cement of continuous improvement:

• Disseminate best practices.

• Explain the evolutions and their uses.

• Involve teams by gathering their feedback.

Good cross-functional communication encourages adoption, creates a common culture around the tools and improves the employee experience.

5. Automate and optimize HR processes

Finally, automation is a powerful lever for making HR operations more reliable and simpler:

• Digitize onboarding, talent management and internal mobility.
• Create simple, documented and controlled workflows.

The aim is to enable HR teams to concentrate on high value-added missions, while letting technology handle repetitive tasks. It’s also a way of making data more reliable, reducing the number of errors and personalizing HR processes.

Conclusion: invest in optimizing your HRIS

In conclusion, continuous improvement of your HRIS is a long-term process. It’s a process of optimization which allows it to breathe, simplify and constantly adapt to user needs and legal requirements.

These five activities – interfaces, security, governance, communication and automation – form a solid foundation to guarantee its long-term future.

This Council is applied on a daily basis at our customers’ sites, in line with SQORUS’ vision of excellence: supporting companies over the long term, simplifying projects and exploiting the potential of each HRIS system to create value and give meaning to your HR digital transformation.