How to convince your management to invest in an HRIS tool?
Digital transformation is always in the news. Impacting all sectors, it also concerns all company departments, including human resources. Although the economic, regulatory and legal situation is favorable to investments in HR management information systems (entry into force of the RGPD, dematerialized pay slips, etc.), not all companies have yet taken the plunge. So, how do you convince your management toinvest in an HRIS tool, and therefore to make the digital shift in your HR strategy? Here are some practical tips.
Start by believing in it yourself!
Implementing an HRIS can be frightening at first, because it requires adapted skills. However, the HR directors of large companies are convinced that it allows them tooptimize their processes by facilitating the collection of information through the implementation of a computerized and collaborative solution. By gaining productivity, your teams will be able to focus on high-value tasks, thus allowing the department to improve its performance.
Beyond the internal benefits to the department, the choice to use an HRIS contributes to improving the employee experience by enhancing the employer brand, for example. Investment in the employer brand means halving the cost of recruitment!
Convinced? Now it’s time to convince your management. To do this, proceed in several steps.
Rely on the IT Manager
When it comes to requesting quotes, call on the expertise of the IT Manager. In addition to the required functionalities, he will take care of some essential technical details that you might not have thought of: where will the HRIS be hosted? Will we use a SaaS HRIS? …
By making the most of his expertise, you make the IT manager an ally both upstream and downstream of your project… Because if you get the green light from management, who better than him to write the specifications and check that your solution is properly installed?
Get the Finance Manager on your side
How do you do it? By demonstrating that the main benefits of HRIS are cost reduction and save time! To do this, make several estimates with and without HRIS for the establishment of a salary slip for example or the implementation of personalized questionnaires as part of the evaluation of a training.
When calculating, beyond the time spent and the hourly cost of the employee, include the costs related to non-investment risks (RONI) such as those that may result from a manual error or data loss. This will make your estimate more accurate.
A tip: when presenting your estimates and quotes received, emphasize the sources of savings identified and highlight the benefits that this would also have for the Finance department (an HRIS generally has export and reporting functionalities).
Present your management with a complete project
Inventory of current processes, identification of current needs, introduction of analyzed solutions, comparison (advantages and disadvantages of each), presentation of the project implementation schedule… Your presentation should include all these points in order to provide all the elements necessary for management to make a decision.
In addition to the content, pay attention to the form of your presentation. Whether it’s a PowerPoint or a Word document, the most important thing is that the document you hand over shows off your work and convinces your management to invest in an HRIS.
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"WHICH TOOLS TO PILOT YOUR HR STRATEGY?"
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