A great HRIS should make HR functions highly streamlined and convenient. It can eliminate time-consuming manual processes and reduce the risk of errors.

Integrated payroll can also save your organization time and money. Employees don’t have to log into multiple systems to complete their work, and managers can manage all payroll tasks in one place.

Easy to Use

Previously, companies used physical folders and files to store employee data. This led to a lot of wasted time and effort, not only for HR staff but also for the employees themselves. For example, when employees needed to update their contact information or change a benefit, they had to go to HR. This caused them to be distracted from their job and took away valuable time from work.

What is an HRIS? A good HRIS allows for centralized storage of all employee data. This enables HR teams to automate tasks and free up time for more strategic functions like workforce planning, salary benchmarking, and diversity and inclusion initiatives.

Choosing a solution that integrates well with legacy platforms and other technologies your company might want to implement down the line, like direct carrier connections, accounting/ERP systems, eLearning programs, and more, is important. This way, you can avoid upgrading your entire system when you need additional features. This will save you time and money. And it will help you ensure your HRIS can support your organization’s and team’s future growth.

Comprehensive

An HRIS keeps all employee information centralized, which means HR can expedite tasks and ensure data accuracy. It also eliminates the need for paper files that are easily deteriorated or destroyed and provides employees with a secure digital repository of their data.

A good HRIS also allows HR to track any prospective employee’s progress through the hiring process. They can see the candidates’ notes and notes from interviews, which makes the hiring process more organized for both parties. It can also help managers connect with their direct reports to build career plans and develop their performance, increasing morale and company productivity.

Some HRIS systems offer more advanced functionality, such as a self-service option where employees can manage their data and processes. This is especially useful for remote workers or those who travel frequently. Additionally, it’s important to find an HRIS that integrates seamlessly with other software tools in the tech stack. This can save time and minimize errors. Some systems also have built-in security protocols to help minimize cybersecurity risks.

Scalable

Choosing the right HR system is a team effort. During the selection process, get input from stakeholders like business leaders and employees who will use the system.

An HRIS should accommodate your unique organizational needs by allowing you to customize settings and features. This feature will ensure the software aligns with your current HR practices, terminology, and approval workflows.

You’ll also want to make sure your HRIS is scalable for future growth. If you have 15 employees today, you’ll need to grow into a system that will support you when your company grows.

You’ll also want to look for an HRIS that integrates with your other systems, like direct carrier connections, accounting/ERP systems, eLearning programs, and job costing applications. These integrations will allow you to streamline your processes, save time and money, and reduce the number of manual, non-HR tasks you must perform daily. It will also help you improve compliance, which will be crucial as your organization evolves.

Flexible

A good HRIS allows managers to customize it based on their current needs, saving time and effort. It also integrates with other systems like payroll and eLearning programs to simplify the workflow. If you plan to adopt other technologies down the line, ensure that your chosen system can also support those.

In addition, small business employees require an easy-to-use interface to update their personal information and view their pay stubs, submit requests for leave, or access company documents without contacting HR staff. A robust, user-friendly HRIS can significantly reduce the burden on HR managers and encourage employee adoption.

Large enterprises require a highly scalable solution with advanced functionality like employee onboarding, talent management, global payroll management, and analytics and reporting capabilities. It’s also essential for these organizations to have a tight integration between their people and finance functions. To this end, look for vendors who can provide step-by-step integration processes. They should also have a good track record of supporting their customers with timely and helpful support.

Affordable

An HRIS can help companies save money by streamlining and automating many manual HR tasks. To get a good sense of the financial benefits, HR teams should estimate how much time they spend on certain tasks, such as recruiting, compensation management, performance tracking, and data entry, and then compare those estimates to what those same tasks might be like with an HRIS.

An effective HRIS is a one-stop-shop for all employee information, so it can save key departments time by being the only place they need to look. It can also improve productivity by allowing employees to find their own information, increasing morale and boosting retention. And, because it is digital, it can improve compliance by ensuring accuracy and providing integrated reporting capabilities that can assist with meeting federal or state laws, such as the U.S. equal employment opportunity mandate.

There are many options for pricing for an HRIS, but the most common is a subscription model that is paid every month, typically based on the number of system users. However, some vendors offer a license model in which a company pays a one-time fee for the software, which it can use indefinitely.