The contribution of an HRIS in the management of employee training

Employee training: simplified procedures

With traditional human resources management, an employee wishing to take internal or external training must identify his or her needs, make a request to his or her line manager, who will then forward it to human resources to obtain approval. At the same time, the HR team can more easily identify and propose appropriate training to employees. The various requests and authorizations can take from several days to several weeks to be processed, depending on the availability of each person. It is not uncommon that in the meantime, needs evolve, training changes or budgets are exhausted.

Thanks to the HR solutions provided by the HRISHR solutions, employees will be able to more quickly identify the training they need and request it directly. The application and validation circuit is shortened, as all the parties concerned are notified and have a limited time to respond. Each contact person will be able to consult the status of the request at any time, thus avoiding unnecessary back and forth.

LThe identification of training courses is also simplified by the implementation of a recommendation system. On the one hand, each person who has taken a training course can give feedback, suggest improvements and recommend it (or not) to his or her colleagues. In the same way, training needs can be identified for similar profiles and proposed to employees. This allows for a more even distribution and is suitable for all staff.

Better monitoring of the training plan and budget

The HRIS will also allow to set up a real
training plan
and ensure its follow-up. All the training courses taken by an employee will be listed and it will be possible for him/her and the HR team to check his/her progress at any time. The monitoring of the training plan can also be set up at the company level, in compliance with the allocated budgets.

Integration with the HRIS makes training management much easier with the implementation of e-learning. Modules, or even complete training courses, can be offered in
e-learning
to employees. They can work at their own pace, anywhere and at any time of the day. The follow-up of the training is also simplified, since the interested parties can verify in real time the progress made.

Another significant advantage of implementing e-learning, even if it represents a cost for the company, is that it quickly pays for itself. Training employees no longer requires travel (and therefore transportation, accommodation and catering costs). They can adapt their learning pace, while remaining operational, available and efficient, even during the training.

Also read in our file "to carry out a HRIS project in your company":

• 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 System HRIS, 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?