Part 2 – Key considerations and trends for selecting a Human Resource Information System (HRIS)

By - August 4, 2016

Now that you have taken the time to understand the due diligence prior to your Human Resource Information System (HRIS) selection, it is time to begin the decision making process. In order to make the best possible decision for your organization, here are a few critical factors you will want to consider during your evaluation:

  • Cloud – Cloud deployment is an increasingly popular trend in Human Capital Management (HCM) applications. In fact, Software as a Service (SaaS) spend across all HCM technologies is growing faster than spend on non-SaaS. According to new research, this will represent 50% or more of HCM technology spend by 2017. Today, most HCM vendor evaluations are actively seeking SaaS deployments. The number of evaluations requiring on-premises deployment have steadily declined.
  • Robust self-service – An HRIS can empower your employees to do their own HR related tasks and data entry, which takes much of the burden off HR’s shoulders. With self-service, employees can access information when they want or need it. Employees can also take an active role in their career planning by setting their own training and job goals. Cutting edge solutions will feature mobile self-service functionality, which can save time and money for tasks such as open enrollment for benefits, direct deposit electronic statements and making changes to personnel information. As a result, your HR department can alleviate the burdensome transactional activities and in return become more strategically focused.
  • Mobile application – In most organizations, the benefits of introducing HRIS mobile self-service will outweigh the challenges, but it is crucial to address the key challenges including data security, data integrity, system access and compliance. Allowing self-service options to be available on every employee’s mobile device brings a whole new level of empowerment to the workforce. An HRIS system with mobile capabilities can help to flatten the organizational structure, as every employee has the opportunity to make suggestions and exercise greater control over their own information.
  • Final considerations
    • What features are most important to your company now and in the future?
    • How well you can customize the system to your needs?
    • How comfortable are you with the vendor?
    • Completeness and depth of functionality covered in essential areas
    • Create a checklist (“needs” vs.“nice to have’s”)

The majority of HR system vendors have responded to both competitive pressures and client needs to offer the same basic functionality in every HRIS. As a result, there are many proven, well-established vendors offering time-tested solutions that meet the essential needs of most companies. What separates the solutions in the market today are how they meet extended user specific requirements and the additional services that the vendor provides. To learn more about how RSM can assist you with your other business needs, contact RSM’s management consulting professionals at 800.274.3978 or email us.

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