One of the main challenges for managers today is to efficiently master knowledge and keep it in the organizational memory. Knowledge has indeed become a critical factor for organizations seeking to gain a competitive advantage and stand out from the competition.

According to a January 2017 study by the Association of Information and Management (AIM), an average employee spends 7.5 hours of their work time each week searching for information, without finding it. On the other hand, the departure of an employee results in the loss of a large part of the organizational knowledge. Hence the importance of knowledge management to capitalize on organizational intangible capital.

1- HRIS is an essential driver in knowledge management

Knowledge management (KM) is considered a cornerstone in the information technology (IT) industry. Knowledge development and sharing are at the heart of information systems to ensure the fluidity of the organization’s activities.

KM and IT are strongly linked at a basic level. Indeed, for much of the last 50 years, IT was the traditional knowledge manager due to its complex technology and cumbersome implementation requirements. With the introduction of the Software As A Service (SaaS) model, many knowledge bases have become simpler to implement and use, reducing the amount of time IT departments have to manage them.

With the digitization of HR processes, organizations have an easier time developing skills, facilitating access to organizational knowledge and improving communication between the various players. Modules such as the LMS (Learning Management System), performance management and objectives, development plan… allow to capitalize on individual and collective knowledge and experiences.

The implementation of an efficient human resources information system HRIS) has a vital role in knowledge management. It contributes to the development of a dynamic of innovation and organizational learning.

2- HRIS helps create a learning culture

The HRIS facilitates the centralization, generation, dissemination and secure storage of organizational data and knowledge, which are the pillars of knowledge management. Moreover, it alone cannot develop knowledge management. It is necessary that the HRIS be properly aligned with HR policies aimed at creating and sharing knowledge within the company.

A report by Bersin in June 2018 found that among the more than 700 organizations surveyed, the employee had only 24 minutes per week for formal learning. The creation of an organizational climate that favors learning thus requires the implementation of organizational practices that encourage employees to develop their curiosity and to share with each other. Not surprisingly, organizations like Google, American Express and Bridgewater Associates have made learning an integral part of their talent management systems. For example, they have introduced a bonus for intellectual curiosity and creativity to reward continuous learning. An HRIS will therefore help formalize these learning practices in order to successfully anchor a learning culture in the organization.

At SQORUS, our teams and experts help our customers choose and integrate an HRIS that best suits their needs, as well as cultural and process transformations. Do not hesitate to contact us to discover our services.

Do not hesitate to contact us to discuss it.

Also read in our “HR data” dossier:

• 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