Important to understanding how best to leverage your HR technology systems of today, it’s equally important to see how HR technology has been instrumental in transforming the field of HR, and how changes on the horizon have the potential for an even greater impact in the future. Some of the most important tech trends to follow are listed below.
An effective HR information system will contribute to overall cost reductions through better resource allocation and as such the decision to implement an HRIS is fairly simple, straightforward and smart. What’s not so simple is making sense of the numerous problems that organizations have with information systems of this sort. What follow are the Top 5 mistakes that companies encounter with Human Resource Information Systems implementation replete with tested tips to help you avoid some of those same pitfalls.
Source: The HRIS Dream by Mike Maiorino, President and Founder of HRMS Solutions
Ahhhh, “The HRIS Dream” …
They say dreams don’t come cheap, or that they don’t come true. Yet everyone still wants them. Does “The HRIS Dream” even exist?
I’m not talking about the 90’s Dream when Larry Ellison (Oracle) and Dave Duffield (PeopleSoft) were pitching ERP (Enterprise Resource Planning) as “The Dream” that would revolutionize the front and back-office. That dream took a small army of technical resources to deploy, learn and maintain. Many would refer to it as “The Nightmare”, not “The Dream”. So what is today’s software dream?
In our first post for #HRISWeek, we are reproducing an article from SHRM which discusses how today’s HR technology is moving rapidly to web-based systems to deliver data and services such as employee self-service (ESS), online recruiting, web-based training, online applicant testing and online benefits management. Many organizations now support HR portals, which provide one point of contact for a range of HR services. To better leverage this technology, leaders must focus on the underlying HR processes supported by HRIS.
Most people only know HR as a policy enforcer or as a benefits administrator. But the role of HR is complex and multi faceted. Yes, there is a enforcer aspect to HR, but there is also another, even more important role… that of the engager. And the technology behind HR is the key to managing both these roles. A recent article in Forbes describes it best: