Why implement an HRIS in your company?

Human resources management is a strategic corporate function. It naturally concerns the management of current employees, but also that of recruitments and departures. A company’s success depends, among other things, on effective human resources management. This is increasingly time-consuming, as it involves a large number of areas, from payroll and compensation management to skills management and absence management. The HRIS is presented as an effective response to the growing need for tools in HR departments.
So why implement an HRIS in your company?

What is the HRIS?

As its name suggests, the HRIS, or Human Resources Information System, is an information system that brings together all the tools needed to manage, automate and optimize HR processes within a company.

These tools come in the form of software bricks, often called modules. Each module is specialized in a particular area(payroll management, absence management, training management, etc.) and is interconnected with the others. This simplifies data exchange, making it possible to build dashboards using information from different fields, for example.

An HRIS solution will optimize and better manage HR processes, provide easy-to-use tools for all employees, and improve overall company efficiency and performance.

Why implement an HRIS in your company?

There are many constraints to managing human resources. Satisfying employees is not always easy. Information is circulating faster than ever, especially on social networks. It is no longer necessary to wait several days for a request to go through a “paper” process. HR flows must be efficient, fast and accessible to all.

Thanks to the implementation of an HR software, each employee will not only be able to transmit his requests (leave, training, questions, etc.), but also to ensure their follow-up. The HRIS will facilitate communication with HR teams and enable employees to play an active role in their careers.

Implementing an HRIS will also enable you to gain in efficiency by automating and securing a number of tasks that are not particularly rewarding. All actions that will not have to be managed by employees or HR teams will free up time for more value-added tasks. The HR team will be able to focus on implementing the company’s strategic vision, rather than on administrative tasks.

Finally, legal constraints are very present in human resources management. They may change from year to year. The HRIS solution can be regularly updated to take account of these changes.
This ensures that every HR process in the company complies with current legislation and related legal obligations.