HRIS software: what is it used for? 

The human resources department of a company deals with administrative tasks about a third of its time. Although these are essential, they do not create any added value. Thus, they do not contribute to making the company more efficient.

By automating them, the latter will be able to save time and focus on tasks with higher added value.

Qu’is it possible to’HRIS software ?

What is HRIS software?

Digitizing your company has become a major challenge. Indeed, this approach has many advantages such as :

  • The automation of time-consuming tasks with little added value;
  • Improved profitability through better optimization of expenses;
  • Refining marketing targeting through massive customer data collection.

The HR process are not immune to the digital transformation. The HRIS software (human resources information system) is one of the tools that allow the company todematerializing the HR function. It is a human resources management solution composed of a suite of applications.

Offering numerous functionalities, HRIS software can be categorized into 3 main families. In detail, they can focus on :

  • The administrative management, The HRIS can be used to manage personnel files, leaves and absences, expense reports, schedules, etc. ;
  • The talent management through recruitment, training, career development, etc. ;
  • The payroll management, including the edition of pay slips and the processing of social declarations.

Companies can use their local servers to host their HRIS. That said, nearly 50% of large organizations now prefer to use a SaaS or hybrid solution. This article from Le Monde Informatique on the’Learn more about enterprise cloud adoption.

What are the advantages of’HRIS software for SMEs ?

What are the advantages of HRIS software for SMEs?

The HRIS presents numerous advantages for SMEs. The time saving is one of them. Indeed, the automation of processes frees the HR department from manual administrative management. The use of this HR management tool allows the HR department to perform value-added tasks.

For example, it can be used to improve the quality of life at work or to enhance human capital.

The HRIS software also allows a company to make significant savings. Material costs are reduced, especially as pay slips become electronic. By reducing its paper consumption, a company will improve its image.

The HRIS is therefore also a real ally of the CSR policy.

On the other hand, this HR solution allow employees to quickly access their personal data and to modify them if necessary. They can also use it to carry out their vacation requests. The information circulates more fluidly between the different departments and transparency is promoted within the company.

In addition, HRIS software allows you to centralize HR data in a single solution. With this functionality, management can clearly view a large amount of information about employee performance in real time. With these elements in hand, it is easier for them to make strategic decisions.

In short, the HRIS is beneficial to both employees and HR managers.

How to implement it ?

How to implement it?

The implementation of an HRIS software is done in several steps. The first thing you need to know is create a team to deploy the tool. Subsequently, it is advisable to Define a set of specifications.

The latter must be as clear as possible so that the tool is truly adapted to the company's needs. Thus, it is essential to ask several questions, including

  • What are the objectives of the HRIS implementation ?
  • What processes need to be automated to simplify the administrative management of the payroll ?
  • Can the tool be interfaced with the payroll software used by the company? ?
  • What are the legal obligations to which it must conform? ?

The next step is to determine the budget to allocate to the project. This must include several costs such as the cost of setting up the HR software or the cost of any training required to learn how to use it.

It is also necessary to plan the deployment of the tool by defining several deadlines according to the objectives and stages of the project. Finally, it is crucial to promote the future HRIS to each employee. For employees to adopt it, it is important to make them understand that it will facilitate the management of their career.