The acceleration of digitization amid the COVID-19 pandemic has disrupted the businesses worldwide and the HR function is no exception. It is perhaps an opportune moment for organizations to reflect, reassess and rethink the HR function in line with the new normal. Human Resource Information Systems (HRIS) is perhaps the formidable step towards streamlining the HR function and reimagining the way of work.
HRIS refers to the process of automating the HR function characterized by the integration of HR tasks with employee data. It is the one-stop solution for uploading, managing and storing employee data.
It allows for meaningful reporting and analytics, such as internal evaluation, audit and preparation of data for outsiders. It also ensures accuracy, self-service, automated reminders and hosting of company documents such as a handbook, procedure and guidelines. It entails a plethora of benefits such as minimizing the loss of time and resources, cost-effectiveness, operational efficiency and aiding recruitment management, employee management and learning and development efforts of organizations.
Here are the top features that any HRIS system should possess:
Centralized and Integrated Storage: The HRIS solution should be a one-stop solution for employees’ data. Centralized and integrated storage minimizes the chances of duplicity. It saves time and resources and frees the HR function from the mundane task thereby allowing them to concentrate on core tasks.
Zero-Touch Payroll: Day-to-day tasks such as handling paid time off (PTO) and schedules of employees can consume a lot of time. Furthermore, it takes a lot of time to transfer the data to the payroll module to compute the salary. A payroll offers comprehensive services such as auto-capture, timesheet submission, scheduling and payroll. The COVID-19 pandemic has invariably given a fillip to contactless technologies and zero-touch payroll is the step ahead of the conventional model to offer a superior experience.
Recruitment and Training Management: Employees are organizations’ greatest assets. Handpicking suitable talent and training them can accelerate the growth of organizations. An automated and integrated solution such as HRIS provides a seamless method for recruitment from the massive talent pool. Moreover, with the leveraging of emerging technologies such as Artificial Intelligence and Machine Learning, it can map the candidates’ skills and match them against the available job roles.
The COVID-19 pandemic has invariably given a fillip to Learning and Development (L&D) efforts of organizations. Amid Industry 4.0, the L&D has emerged as a panacea to stay relevant and upgrade skills to improve organizational outcomes. The HRIS facilitates learning through customized modules and activities. It also tracks the candidates’ performance and suggests appropriate course correction measures, if required.
Performance Management: Manual HR processes make tracking parameters like efficiency and effectiveness difficult. It also leaves scope for errors and delayed results thereby hampering the growth prospects. An HRIS automates these processes and offers standardized and unbiased performance evaluation for employees. Moreover, the leveraging of Big Data facilitates accuracy and offers strategic insights for improvement and way forward. This function has a direct co-relation on improving organizational outcomes.
Career and Succession Planning: By mapping employees’ trends, skill-sets and performance, and effective HRIS facilitate quick decision-making on employees’ career path Hence it is an appropriate tool to set the career goals and lay the roadmap for progression for the success of the organization.
Efficiency in the Administration: HRIS is a self-service platform that enables employees to view and manage their data on a centralized model. It saves time and resources and improves operational efficiencies and eliminating redundancies.
From merely being the vital function, HR has evolved into a strategic arm that is intrinsically linked to organizational performance. The ever-widening scope of the HR function implies that technology will play an instrumental role in automating mundane tasks, improving efficiency and streamlining the HR function.
Amid stiff competition, efficiency is the key differential to stand out from the clutter and HRIS is the necessity to facilitate it and improve organizational outcomes.
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ABOUT THE AUTHOR
Ravi Kikan, Head Marketing and Growth, ZingHR
Ravi Kikan is the Head Marketing and Growth, ZingHR, which is a HR Tech venture accelerated at Microsoft. Ravi loves startups and works with awesome entrepreneurs in setting up their businesses, scaling up and building growth.
