Deciding on, and implementing, a human resource information system (HRIS) is a significant project. Once you realise that you’d like one of these systems for your company, your first question is probably how do i choose the right HRIS system? Choosing the right HRIS system is a complex process that involves comparing costs, features, benefits, implementation, risks, and time. If there were a single, perfect HRIS then we’d be recommending it to everyone. However, the reality is that choosing the right HRIS system is not black and white. Here are the questions we recommend you answer when you want to choose the right HRIS system:
The ‘who’ part of choosing the right HRIS system encompasses several categories. First, you’ll want to figure out who should be choosing an HRIS. Is there someone internally who has the bandwidth to research, analyze, and make this decision, or do you want to outsource the majority of the work? Additionally, who will implement the system, and who will manage it on an ongoing basis? Again, some companies choose to keep this internal, and others find it more cost effective and efficient to outsource.
An important part of choosing the right HRIS system is finding a system that does what you need. HRIS systems can perform a wide range of tasks including:
- Benefits management
- Schedule management
- Employee training
- Job applicant tracking
- Employee and contractor onboarding
- Standard and custom reporting
- Integration with payroll
Given the confidential nature of the information stored in your HRIS, you’ll also want to make sure you’re choosing a system that fits the privacy and security standards you follow.
For some companies, finding and implementing the right HRIS is an immediate need. They are losing time or money by the day because of inefficiencies, disorganization, or a substantial amount of manual work. For others, they have some time to find the right HRIS, with a goal of implementing it in 6 or 8 months. Your expected timeline will help inform your decisions when choosing the right HRIS.
Understanding WHY you’re trying to choose the right HRIS system is a key question to answer. Until you’re able to clearly articulate why you believe an HRIS will benefit your company, and what you hope to get from it, the task may seem overwhelming. Answering the ‘why’ question for yourself will guide the analysis and decision-making process. If you believe an HRIS will save you a significant amount of time (and it will if you choose the right one), then you also want to think about who will be managing the HRIS. Is it someone or a group that is very tech-savvy? Will they be able to handle most of the setup themselves? Or will you be training people who are not particularly comfortable with new software, making simplicity a prime consideration? Answering the questions of who, what, when, and why will give you a substantial start on choosing the right HRIS system. However, the choices can still be daunting and you may want to speak to a professional who can help you analyze your company’s goals, and walk you through some of the most important features and benefits of HRIS systems that may be a good fit. If you have questions about benefits administration, you can always reach out to us here