Success in HR requires quick and easy access to information. Business is competitive. In this age of metrics, data driven decisions, and results, HR must contribute. If your organization hasn’t yet made the leap to a “Human Resource Information System” (HRIS)—also called a “Human Resource Management System” (HRMS), now is the time.
As HR becomes more of a strategic business partner, HR professionals need to focus on results that most impact the business. Yet, the reality is that HR still oversees many day-to-day aspects—vacation accrual, status changes, FMLA administration, company property, I-9s, etc. Although these aspects may not add value to the business, just see what happens if HR does not manage these needs!
The purpose of any HRM system is to take on this burden, allowing HR professionals to spend time and resources on value-added areas of human resources. These systems automate manual processes, reduce inefficiencies, improve HR functionality, and save money in the long run. Time once spent on data gathering and fact-finding is now devoted to other more strategic facets of HR service delivery. The “swing time” generated by HRMS shifts the focus to value-added responsibilities and meeting business objectives.
