Our last couple of blogs have circumferenced around HR, L&D and Information technology in the overall delivery of the hr function.
Today, we would like to explore the advent and progression of Human Resources Information Systems (HRIS) also otherwise known as e-HRM, its relevancy, validity to a more progressive and productive delivery of company HR services. When it comes to the overview of HR, as a consulting company we focus on three main quality assurance aspects:
Compliance.
Strategy.
Technology.
Meaning that we explore required KPI's as to desired KPI's, setting a clear benchmarking approach ensuring quality and not just quantity. In terms of strategy, we look at the company's existing internal systems, processes and it manpower including talents. To sum it up we then look at a company's technological capacity in terms of knowledge and skills, manpower, capital and finally the feasibility of proposed technology to be adopted (within existing environment).
For any type of HRIS to be suggested (system-based or cloud based), not to mention be implemented into any company there is a need for the three above mentioned key areas to be at the very heart of its strategy, failing this might lead to such a move being non-productive not to mention capital losses.
Okay, a HRIS is agreed. Now do we go Cloud-based?
As early as 2015, Deloitte Insights published an article sighting the many advantages that can be gained and the move of company to become cloud based. Also, once again in Deloitte's 2017 Global Human Capital Trends report it explains how many companies are looking to move their HRIS into a cloud-based delivery which sounds and looks very good. However, a company cannot just simply jump into a cloud-based HRIS as there are many cautionary 'tales' that need to first be investigated (reviewing the three main core areas listed above) or is it simply a 'win-win' situation? There are numerous vendors out there in the market, so HR professionals are 'spoilt for choice', which can also be done seamlessly (bespoke and remotely) cutting out a lot of the usual physical disruption to workflow, some also argue that workflow is more progressive making HR services more efficient and effective ...
As a company, have you thought of...
What you trying to achieve with an HRIS?
If you have the capacity and technical skill to accommodate such a transition, right now?
An HRIS impact in regards to company ROI (long/short-term) and is it justified?
Ah-ha!
So our question to you today is that do you really think that implementing an HRIS or upgrading your systems (if you already have something similar in place right now) to a cloud-based HRIS, is worth the time, effort and money? and if so, why?
Let us know your thoughts on this article, we are always exploring new ideas and approaches or maybe you would like to get in touch with us concerning looking into your HRIS implementation strategy, drop us a line at: info@ecservices-global.com and one of our consultants will get in touch with you
