HRIS SYSTEMS OF THE PAST
If you look up Human Resource Information System (HRIS), you will find the following outdated definition: A software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.
Reinforcing this perspective, HR personnel have historically been relegated to non-strategic tasks such as maintaining employee records, managing healthcare and benefit plans, maintaining an employee handbook, and assisting with on-boarding / off-boarding processes using an HR Information System that may have little, if any, analytical or reporting capabilities.
But a funny thing happened recently–as the demand for talent increased, the supply of quality talent decreased. Executives and HR leaders quickly realized they had to find new ways to attract top-talent, reduce employee turnover and drive greater overall productivity and execution on goals to maximize their business success–and a new generation of Human Resources Information Systems was created.
THE NEW STRATEGIC HCM SOFTWARE
Spurred by an effort to win the war on talent and maximize productivity of their existing employees, many executives recognized the need to take their HRIS application to the next level, making it much more strategic and interactive–instead of simply being used to collect basic information about who works in the company and what they do. The new strategic HRIS system became an active tool to help employees engage more easily with the company–and each other–thereby driving greater productivity and business execution. Companies also looked to the new HRIS systems as an alternative to lengthy and expensive ERP-based HR options. Not only do the new HRIS systems provide the core HR functionality that every organization needs, but now they include so much more...
Core HR Solution: In addition to the basics, such as employee lifecycle management, support for HR business processes and managing organizational data, it is designed not simply for the HR team, but with employees, managers and business leaders in mind. It is easy enough that HR and business leaders have ready access to the data they need to make sound business decisions, and intuitive enough that employees and managers can keep their data current.
Analytics: Ad Hoc reporting and analytics offer concrete and actionable visual insights on your workforce data. Modeling capabilities and trend analysis help you understand how the movement of talent impacts hiring decisions, career development initiatives, succession plans, and risk management to drive your business strategy today and help you plan for the future.
Collaboration: Gives employees self-service access to update critical information and create richer profiles to engage with others in the organization to get work done more easily and efficiently. Discussion groups and group workspaces allow valuable business insights to be shared as they happen and enable co-workers to virtually gather around a project to collaborate, share documents and perform tasks together. Managers can utilize the corporate data and benchmarks to gather the crucial information necessary for making key strategic business decisions, such as identifying and evaluating employee potential for promotions or transfers.
Integration Platform: The "best-in-show" of these HRIS solutions provide a simple solution for integrating your Human Resources Information System with Payroll, Benefits, Time Management and other applications, enabling you to complete integration projects in less time, with significant savings.
Conclusion:
This "Next Gen" of HRIS not only expedites the information gathering process, but more importantly, it frees up your HR department to focus on more strategic activities that affect your entire workforce. HR can use this up-to-date, centralized information to retain and develop your high-performing employees by linking compensation to performance, identifying, educating and expanding your talent pipeline, and developing specific HR strategies to communicate and support the organization's corporate goals and objectives.
With its wide variety of uses for multiple audiences, the new HR Information System has been elevated to a valuable tool that can be used every day by your employees, managers and executives alike. It provides the strategic ability to hire the right people, identify and retain the highest-performing employees and manage them more effectively with performance-based compensation and incentives that will significantly increase business success.
About
SuccessFactors (http://www.successfactors.com), an SAP Company, is the leading provider of cloud-based business execution software, and delivers business alignment, team execution, people performance, and learning management solutions to organizations of all sizes across more than 60 industries
