Rattle before it goes down the rat hole! Revisit your HRIS now!

Rattle before it goes down the rat hole! Revisit your HRIS now!

Over the years, HR systems have witnessed a sea change in fortunes of technology. From the days of using punch clocks for recording time and manually calculating payroll, we have come a long way in managing HR solutions. Today, using adept systems enabled with AI and RPA is mainstream. Are we content with these advancements? As social beings, we are blessed with an innate quality called hedonic treadmill, and we look for more in tandem.

Is using the existing HRIS framework wonted?

Let’s peruse.

Attempting to establish employee work-life balance, have landed HR teams in a fix. On one hand, huge advancements in technology have benefited them by reducing actual workforce dexterity, while, on the other hand, the need for manual intervention and directional workflows proves to be an inevitable challenge; especially among large organizations.

Technology plays a huge role in any business transformation initiative, and HR is no exception. RPA, AI, NLP etc. have made a foothold in HR and their application in HR has helped organizations reach their strategic goals.

For any organization, ensuring high productivity and optimal human resource utilization are constant goals. This will require having the right tools for tracking and monitoring productivity and further minimizing human intervention. Modern day HRIS solutions offer these tools as a extension to their existing offering. Maintaining integrity of employee data is also a key factor.

HRIS for today’s business

Today, we have a multitude of vendors who offer a suite of products which includes tools that satisfy core HR needs like payroll, absence, compliance, benefits, and helpdesk. The quiddities of these tools have negated the reliance on excel sheets and stand-alone databases further contributing to increased accuracy in employee data which has resulted in organizations opting to adapt to cloud-based or SaaS-based solutions integrated to its HRIS. However, it is highly critical that organizations opt for the right HRIS that monitors and governs their HR processes.

Having a single interface acting as a gateway to manage multiple HR and its ancillary processes through a single employee database, is no longer a visionary statement. Few paramount factors that one should consider prior to implementing an HRIS are its impeccable data governance model, data security, data accuracy and the interface’s simplicity.

Among organizations having a large employee base, factors such as data security, cost and recruitment cannot be trivialized. An obvious solution can be an efficient HRIS that eradicates apprehensions pertaining to these factors.  A system that is fully loaded with superlative incorporation form the primary factors that include data governance, security and superior user interface which will facilitate better adoption of the system. A set of legitimate rules that makes the system fool proof, secure and acts as a hunter’s pot for all employee processes like pay, time, absence, benefits etc will be welcomed. The security must be further emboldened with unified database & real-time third-party integrations that seals privacy. Having an in-built ESS/MSS module results in reducing time spent in employee query management, as it empowers employees and managers alike to seek timely resolutions effectively.

Curtailing these problems completely in organizations with huge employee base in one region may be achievable. What about that one support employee solitarily placed thousands of miles away? How about three employees working from Fiji Islands? What about an employee who is placed in a country with a different compliance policy? Your long-tail employees are invaluable too! The significance of the solution must be generic and global. This is one of the cardinal factors that needs to be considered.

The elements discussed are the key result inhibiting factors in an organization. An organization’s outcome is primarily dependant on its workforce. Managing them right will mitigate most of the risks. The essence is to understand and qualify the worthiness of the existing system before it finds the aperture. Wanting more should be redirected to wanting the right!

Vendors in today’s market provide quality HRIS like NeeyamoWorks Employee Hub that help centralize and manage information of your current employees, former employees and applicants through a single interface. The centralized database can be seamlessly integrated with any third-party HR systems and is designed to improve HR efficiency as well as employee experience.

No matter the technology advances, the need of having the best-in-class is constant. From wanting fully digitalized systems that reduces manual intervention to fearing AI taking over the human workforce, we keep contemplating between what we want. If the organization is lacking the right toolthat monitors the entire growth, then finding the root cause and disentangling the knot at the right time is the key.

To know more on how you can build a tailor-made HRIS to fit your global needs, particularly to that of your long-tail region, get in touch with us.

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