An effective HR information system will contribute to overall cost reductions through better resource allocation and as such the decision to implement an HRIS is fairly simple, straightforward and smart. What’s not so simple is making sense of the numerous problems that organizations have with information systems of this sort. What follow are the Top 5 mistakes that companies encounter with Human Resource Information Systems implementation replete with tested tips to help you avoid some of those same pitfalls.
In our first post for #HRISWeek, we are reproducing an article from SHRM which discusses how today’s HR technology is moving rapidly to web-based systems to deliver data and services such as employee self-service (ESS), online recruiting, web-based training, online applicant testing and online benefits management. Many organizations now support HR portals, which provide one point of contact for a range of HR services. To better leverage this technology, leaders must focus on the underlying HR processes supported by HRIS.
Most people only know HR as a policy enforcer or as a benefits administrator. But the role of HR is complex and multi faceted. Yes, there is a enforcer aspect to HR, but there is also another, even more important role… that of the engager. And the technology behind HR is the key to managing both these roles. A recent article in Forbes describes it best:
Last year, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line.
He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth. To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance.