To hire the best talent, HRIS allows you to create an attractive recruitment process for candidates. (Photo: 123RF)
GUEST BLOG. Long time the poor child of tech in midsize companies, over the past few months I’ve seen a change in trends in technology for HR.
Over the past 10 years, most of the technology investment has been in marketing: developing a new website, developing an e-commerce platform, and upgrading skills in SEO strategy.
More recently, over the past maybe five years, we have seen several investments in enterprise resource planning (ERP) systems. As the last major wave of adoption dates back to the early 2000s, several systems have reached the end of their useful lives and have had to be replaced.
During this period, it was very difficult for HR departments to justify their technology investments. Most of the time, management committees were limited to “keeping the light on”. We only changed what was necessary. In many cases, it was limited to the payroll system.
The realization that the “employee experience” is just as important as the customer experience, coupled with a workforce shortage, has been a game changer. Today, we understand that we must also provide effective tools to our HR departments so that they can create, organize and maintain a stimulating work environment. Because one of the answers to the labor shortage is precisely the mobilization, commitment and retention of our people.
The Human Resource Management Information System (HRIS) is a set of software that supports a company’s Human Resources department in its various functions. This allows you to streamline and automate a number of your HR processes such as compensation management, career development, training and even recruitment.
With the employee central system, the main functions of personnel management such as organization management, benefits, payroll and time management are redesigned not only as an accounting system, but also as a management system.
To hire the best talent, HRIS allows you to create an attractive recruitment process for candidates. The employee onboarding component provides a single point of entry for new employees before day one, and managers can onboard new employees with easy-to-use tools anytime, anywhere.
A good system will allow you to set up a feedback process for a more accurate and fair evaluation of performance. Learning modules transform learning by creating trajectories. The compensation component simplifies compensation planning and provides information for managing overall compensation.
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Then, to ensure talent is retained, the succession and development component facilitates the identification of successors and helps employees take responsibility for their personal and professional development. The Workforce Analysis Dashboard offers details on several hundred predefined parameters and industry benchmarks.
In addition, HRIS enables strategic analysis, supply and demand forecasting, and what-if scenarios to support workforce planning. Finally, the recognition component, a key element of retention and engagement, allows you to look for innovative and innovative ways to reward your employees.
In short, human resources have long been associated with a “soft” function. Today there is nothing more false. Labor shortages are only the first symptom of the demographic changes that will affect us in the next few years. To properly prepare for this, we must equip our talent and culture teams just as we have done for other functions of our organizations.