Are you looking for new tools to help your company’s acquisition and retention initiatives, as well as give in-depth people analytics and incorporate employee development to help teams achieve better work? If your present HRIS system isn’t up to the task, it’s time to tailor it to your company’s specific requirements!

It’s not easy to make changes to your HRIS. You’ll have had to cover a lot of ground, thanks to a meticulous plan that included a thorough evaluation of your HR needs and practices. The final stage before starting the modification and setting up and implementing the solution. Do not be afraid to assemble a dedicated project team to work on this adjustment and change management.

Yes, changing your HRIS comes with its own set of challenges, but getting your employees on board might mean the difference between success and failure. That’s because the success of your new HRIS will ultimately be determined by how well your employees accept it.

Are you one of those HR people that’s still considering adjustment in an existing HRIS system? Adjustment can be make on the scope of HRIS – for example, from Limited-Function HRIS to Comprehensive HRIS.

A Limited-Function HRIS has only one purpose. They aren’t always designed for strategic planning or management. Instead, their responsibilities are more specific. The specific function of each Limited-Function HRIS is determined by the system in question. For example, an HRIS could be designed expressly for employee training or benefits administration.

Limited-function HRIS systems are generally better suited for smaller companies as they are often inexpensive, easy to operate, and can be used comprehensively by even a single HR manager. Yet as business grows, organisation gets bigger, the previous HRIS can indeed be irrelevant.

A comprehensive HRIS is a hybrid of all known HRIS functions, including all aspects of HR, including operational, tactical, and strategic issues. Some of the Comprehensive HRIS features include:
-Employee information
-HR files
-Open positions
-Recruitment and hiring details
-Job analysis and design
-Employee safety guidelines
-Skills inventory
-Compensation and benefits
-Training and development
-Performance management

Bottom line, a comprehensive HRIS serves as a one-stop shop for storing and displaying all of the data required to conduct practically all HR tasks. Comprehensive HRIS systems can offer many beneficial capabilities that can ultimately revolutionize how a Human Resources department operates, even if they need more training and resources to administer.

You May Also Look: 

1. The Miscellaneous Issues of Indonesia’s Human Resources

2. DEOS Group’s Employer Branding Initiatives: Prioritizing Service While Maintaining Professionalism