Why an HRIS? The benefits in 9 key points
The advantages of an HRIS are numerous, and can be seen at both the operational level (administrative management in particular) and the strategic level (talent development, for example). In fact, according to Eurécia, such software can boost HR management efficiency by up to 35%! And the good news is that the tool is just as beneficial to HR departments as it is to decision-makers and employees.
So why use an HRIS? This article explains the benefits of HRIS in 9 key points.
HRIS: definition
An HRIS (Human Resources Management Information System) is defined as software made up of a set of modules. Its aim is to automate processes linked to Human Resources Management.
It includes numerous functionalities, such as :
- Absence and leave management,
- recruitment management,
- payroll management,
- talent management,
- HR indicator tracking, etc.
Benefit no. 1: time and productivity savings
The Ulule company cut its expense claim processing time by a factor of three, and saved ½ day a month on vacation management.
Source : Lucca
The main advantage of HRIS software lies in :
- data centralization,
- task automation,
- and the implementation of workflows.
As a result, HR teams reduce the time spent on manual administrative management (processing absences, validating employee requests, sending out pay slips, etc.). At the same time, errors associated with manual data entry, on an Excel file for example, are avoided.
☝️ Implementing an HRIS gives HR departments more bandwidth to concentrate on higher value-added activities, such as :
- skills management,
- developing human capital,
- or improving well-being in the workplace.
Benefit no. 2: cost savings
Thanks to the time savings generated, the company saves on the cost of administrative management or recruitment, for example.
In addition, the digitization of HR processes leads to a reduction in material costs. Pay slips no longer need to be printed: they are scanned directly into the software. And archiving documents in a digital safe saves space in the office.
☝️ Using less paper is also part of an eco-responsible approach. An HRIS supports the organization's CSR (Corporate Social Responsibility) policy, helping to promote a positive image.
Benefit no. 3: Fluid circulation of information
An HRIS benefits all employees. For example, employees can request time off or consult their pay slips in just a few clicks.
The use of an HRIS software package therefore streamlines communication and the flow of information between different departments.
Benefit no. 4: improved data visibility
By centralizing HR data within a single solution, managers benefit from a clear, real-time view of a large amount of information relating to employee performance.
As a true management tool, HRIS enables strategic decision-making.
☝️ This software can generate HR reports and dashboards (absenteeism rate, turn-over, individual performance, etc.), useful for identifying potential problems.
Benefit no. 5: accessibility and mobility
Most HRIS are available in Saas (Software as a service) mode. As a result, they remain accessible and data can be consulted anywhere, anytime.
☝️ This advantage is particularly valuable in a context where HR managers and employees are increasingly teleworking.
Benefit no. 6: improved employee follow-up
HR processes are not confined to administrative tasks: they also include the management of human capital, an essential component of a company's performance.
To meet this challenge, HRIS software provides better support for employees. In particular, it supports managers in :
- monitoring employee progress and the achievement of objectives,
- assessing their skills,
- managing training requests,
- improving communication.
☝️ Management and decision-making are made easier and more justified, as they are based on concrete, reliable data.
Benefit no. 7: optimized employee experience
If better employee follow-up benefits management, it also benefits the employee. The HRIS solution supports them from the moment they are recruited and onboarded within the company.
The software also contributes to employee development (in terms of work accomplished, skills, etc.) through talent management modules.
Finally, employees gain in autonomy and productivity: they can easily and quickly manage their administrative requests or prepare their monthly or annual appraisals.
☝️ An optimized employee experience means a higher employee retention rate. An HRIS therefore contributes to keeping talent within the company, a major challenge in view of their increasing volatility.
Benefit no. 8: interoperability and modularity
As a general rule, HRIS systems interface with other solutions on the market. For example, expense claim data can be exported to accounting software to facilitate processing... and save considerable time!
In addition, the modularity of HRIS allows Human Resources Departments to choose the software components they need. In this way, they can "build" the tool best suited to their real needs.
☝️ Modular software grows with your company. For example, if your company has only 10 employees today... what will it be like in two years' time?
Benefit no. 9: Compliance with legal constraints
HRIS systems can be parameterized to help companies comply with various legal constraints:
- time and attendance,
- specific payroll requirements,
- RGPD and personnel data protection, etc.
What's more, thanks to the scalability allowed by most solutions, you can easily adapt to each new standard, thus avoiding any detrimental pitfalls for the company.
☝️ Many HRIS software publishers regularly monitor the regulatory environment to ensure that current legislation is integrated into their solutions.
Which HRIS software is right for your company?
Are you convinced by the benefits of an HRIS and looking for your future software? The good news is that there are many different types of solutions on the market.
It's up to you to study the different options available to you, based on criteria defined in advance:
- What functionality do I need?
- What degree of scalability and customization is required?
- What budget can I allocate to achieve the best ROI?
- What support and training can I expect? Etc.
For example, you can turn to the EureciaHRIS , which has the advantage of being very comprehensive (it covers all HR processes!), modular and scalable. Comprising 6 modules available "à la carte", it enables companies of all sizes and sectors to build the software solution that perfectly matches their needs and budget. What's more, with Eurécia, you benefit from the support of experts available to solve your problems and help you get the most out of the solution .
💡 Find out how to draw up specifications to frame the implementation project for your future solution, as well as examples of HRIS.
And the drawbacks of an HRIS?
In the age of digital transformation, Human Resources Management Information Systems (HRMIS) are key allies for companies.
In such a context, what are the risks of an HRIS? Some will point the finger at the disappearance of subjectivity in favor of objective data.
While this is a good thing in many circumstances, we must remember that software will never replace the human touch. A manager's perception of an employee's qualities and skills, a recruiter's feelings about a candidate... human resources is also about emotional intelligence. HRIS provides support... and not the least!