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 team can more easily identify and propose training training for employees more easily. 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 solutions provided by the HRIS. In addition, 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.

The identification of training courses is also simplified by the implementation of a system of recommendations. 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 the implementation of a real
training plan
and to ensure the 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.

The integration within the HRIS allows a 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 implementation of e-learning. Even if it represents a cost for the company, it is to be quickly profitable. 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 “Valuing the use of an HRIS software in your company”:

• HRIS definition: what is an HR information system?
• Why implement an HRIS in your company?
• The different fields of application of an HR information system
• The HRIS: a tool at the heart of HR performance
• How to enhance your recruitment with an HRIS?
• Integration of new employees: how to optimize onboarding?
• Talent management: what does an HRIS tool actually do for you?
• The contribution of an HRIS in the management of employee training
• Compensation and payroll management: the benefits of HRIS software
• Absence management: HRIS software is there for you
• Social sourcing: ensuring communication between HRIS and social networks
• HRIS advantages: benefits for managers and employees