Challenges with HRIS
Have you ever tried to implement a HRIS just to find out that is way too hard or is not doing everything it promised? Have you ever had to go back to the good old spreadsheet while having a very expensive HRIS half-implemented? Well, you are not alone. It happens all the time in businesses of all shapes and sizes.
I would like to have a look at HRIS and tackle some of the most common issues:
1. What are the benefits of a HRIS?
2. What are the major challenges with HRIS?
3. What is the best solution?
1. What are the benefits of having a HRIS?
There are many benefits that a user can get out of a HRIS, here are just a few:
• Save time and money (and lots of it)
• Get instant access to your data (when you need it, how you need it, wherever you need it, on whatever device you need it)
• Ensure compliance with legal requirements on records keeping, certain licensing requirements for your business to operate, Quality Assurance, Corporate Social Responsibility compliance requirements, etc.
• Cutting off on the carbon dioxide footprint – no more paperwork.
2. What are the major challenges with HRIS?
In a nutshell, most of the time they do not work for your business and they are very expensive. Why don’t they work?
• Generally speaking they are not designed by people who truly understand HR.
• They are usually designed as “piggy bag” option on the back of a financial system or payroll component of it.
• The ones that are specifically designed for HR generally have one or two major functions covered in depth, and the rest are not covered at all or with a very limited functionality.
• They are a generic solution; you will find you have to change your processes and systems to fit the software, instead of having software that fits your workflows.
• They do not integrate with other HR functions or WHS or RTW or even training platforms.
…and off the shelf software is expensive. It is not a cheap, quick fix; it is an expensive, frustrating, imperfect solution.
3. What is the best solution?
As an HR Manager, I lived this nightmare for many years until I realised that to get a good affordable HRIS that could meet all my requirements I would have to design it myself. So I developed a fully customised HRIS, fully integrated with all the HR functions, with WHSMS and RTW modules.
The system I developed worked perfectly, as it complimented the existing systems and was able to be implemented gradually with minimal interruption to workflows and operations. It melded perfectly with our processes and existing systems, and the benefits to the organisation and staff minimised any resistance to change.
My recommendation as an HR professional, to overcome the challenges involved in HRIS? Go for a fully customised software and approach passionate experts who do not come with a high corporate price tag attached. Get the best value of expertise at an affordable price.
If you would like to learn more about how you can get a customised, fully integrated, cost-effective HRIS, go to http://bit.ly/1GddY6s.
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