HRIS implementation

Written by: Sabah Karimi

Integrated HR information systems (HRIS) can replace several types of HR processes that may have become outdated, or replace those that have become too complicated to manage with basic paperwork and filing systems. Initiating an HRIS implementation plan successfully can help HR managers and other members of the organization better access important personnel and benefits data.

A successful HRIS implementation can also help manage all benefits, payroll, employee contact information and time sheets by creating an efficient, streamlined and easy-to-use network of information.

Key benefits of HRIS implementation

Creating a centralized database and storage system for all HR files can improve productivity and reduce excess paperwork. This helps improve the data processes used by the Human Resources department. A successful HRIS implementation plan can help human resources managers, assistants and analysts find the data they need and provide them with accurate reports within minutes. Other benefits of an HRIS system include:

• Streamlining the hiring process and completion of new hire paperwork
• Reducing labor costs for HR-related tasks
• Allowing senior managers to handle some of the HR workload easily
• Simple mapping of databases and data currently used by the company
• Easy-to-use interface so that minimal training is required

Initiating the HRIS implementation process

Beginning the HRIS implementation process may involve several or even all levels of the organization. Each department should be involved with updating its own personal information in the database and extracting data or reports for its own personal use.

However, the first phase of HRIS implementation takes place on the back end. After the HR manager has taken the time to compare HRIS programs and has selected the right match for the organization, he will need to work with the IT team to integrate the current database, and locate existing files and data that need to migrate over to the new system. This phase of implementation also involves configuring the computer network and systems to accommodate the new programs.

The next step of the implementation process involves adding all relevant payroll and benefits information. In this case, the HR manager will need to update all accounts with benefit premium options, payroll and salary information, and also make sure all of this data is accurate and up-to-date.

After the HRIS implementation is complete, the final step involves training other members of the organization to use the system. The HR manager may assign a project manager to communicate how the system works, what reports and files can be extracted by the end user, and how users can make changes or update their personal information.

Find the most appropriate HR software solution for your business today – use BuyerZone’s free request for quotes service today.

Search by State

Mentioned In...

See Also...

Advice and Tips