The Human Resource Information System (HRIS) is undoubtedly the backbone of the data-driven HR department. However, the process of HRIS system implementation is not something that you do every day.

First of all, you need to find a suitable software provider before going through the rigorous process of implementing and maintaining the new HRIS system.

Therefore, this comprehensive guide is going to walk you through the detailed steps of HR system implementation to position your organization for success.

What is HRIS?

HRIS, sometimes called HRMS (Human Resource Management System), is an intersection of IT and human resources via HR software. The implementation of the HRIS system streamlines all HR processes and activities to occur electronically.

In a nutshell, HRIS is a software that takes care of the organization’s activities like human resources, payroll, accounting, and overall management.

Benefits of HRIS

With the HRIS, human resource managers and employees improve their productivity tenfold. For example, the HRIS can help simplify the recruitment process by streamlining procedures like resume collection and reviewing.

Other benefits include:

• Reduction of cumbersome paperwork
• Eliminate costly errors
• Employee engagement via self-service options
• Improved team collaboration
• Performing analyses

Steps to Select and Implement HRIS Successfully

Get Everyone on Board

Because not everyone in the organization will be ready to embrace technological change, it’s vital to convince them why you need to go HRIS. Start by identifying key players who need convincing and ensure that they are on the same page.

Plan and Outline Objectives

The next HR implementation project plan is to determine your objectives for the system. At this stage, you’ll need to figure out why the organization needs the HRIS system. Aim for the problems to solve and make an estimate for the budget and implementation timeline.

Create a Project Team

Creating a team for project management for HRIS implementation is critical for its success. Consider factors like seniority levels and experience to achieve the HRIS goals quickly. Don’t forget to define each member’s responsibility.

Evaluate Project Parameters Against the Available Packages

Next, HR should source for information about the specification and pricing of available products. Go ahead and compare minimum requirement parameters like the pricing, payroll integration, performance management, and so on. This will help eliminate providers who don’t meet your organization’s needs.

Implement the HRIS

After settling for a suitable provider, it’s now time to implement the HRIS system. It’s advisable to execute in phases so that tests and employee training are successful. Also, avoid adding in new features and requirements during the implementation phase.

Conclusion

Overall, a successful HR system implementation plan involves planning and assessing your needs. However, don’t underestimate the efforts needed to select and implement an HR system. Examine your organization’s objectives, budget, timeline, and stakeholders before the implementation process.