For any business to function, it needs to be composed of several different parts. One of these parts includes human resources (HR). Found at most office buildings across the United States and the world, human resources is a department that is critical to the daily operations of a business. This is the department or area of a company that deals with the hiring, administration, and training of personnel. Human resources is sometimes the first place which many new hires will come across when they interview for a job. This department helps to maintain a safe environment of the company, and it also provides training when needed.
As a part of running a successful HR department, the correct computer software is needed. Such software can go a long way toward helping HR in completing both its daily and long-term goals. This type of system is known as the Human Resources Information System (HRIS). The HRIS helps to track, measure, and automate employee tasks to optimize business operations. In addition to this, it can also act as a database for your organization, bringing together multiple streams of data together, in an easy to navigate place. This includes information like payroll, benefits, and attendance. When you establish HRIS implementation at your business, there are three best practices of HRIS which you need to follow. We’ll discuss these practices below.
1. Structure HRIS to meet the company’s existing process and policies.
One of the first things you’ll need to do when determining the HRIS best practices is how such a system will work with your company’s process and policies. These are components of your company that have been around since the business’s inception. In many cases, they act as the bedrock of how a business operates. Your HRIS system is not there to reinvent the wheel. The right HRIS system will do its best to work within your already existing framework.
For instance, your company might have a specific way of handling payroll, updating employee personal information, pay increases, or time off requests. When going through the HRIS implementation process, ensure that none of the existing processes of each of these HR components will be severely harmed, or possibly changed, as a result. Building your HRIS system around an already existing company process and policies is a good best practice to follow when adding such a system to a business.
2. Plan the HRIS implementation process in advance.
For a large-scale project like adding an HRIS system to a company, you want to plan as far in advance as possible. HR professionals and HRIS users should do their best to give themselves a head start when adding this new HR software to their HR department.
These pre-planning actions breed solutions for the HRIS implementation process, pushing it towards a successful launch. For example, think about when you’re planning a huge vacation. You want to plan in advance for a trip like this, just in case any unforeseen circumstances pop up. The same can be said for installing an HRIS system in advance. Make sure you’ve planned the process of HRIS implementation way in advance.
3. Listen to feedback from employees.
The installation of a HRIS system will have a huge effect on your employees. Since they will be the most affected by such a change, it helps to get their feedback about HRIS. Employee feedback is essential to running a successful business. Have your managers listen to what the employees are saying about HRIS. What works? What doesn’t work? Do your best to figure out how to ensure solid performance management for your new HRIS system, while also satisfying the needs of your employees.
