If you want to develop a human relations information system, you will have to persuade your CEO. It is essential that your intention to set up an HRIS is justified by well-founded arguments and that this tool is indeed necessary within the company.
Good human resources management certainly allows for operational anticipation of administrative tasks within a company, but by adopting HRIS software you will complete your management. This system will gradually lead you towards digital management and therefore adapt to today’s world which is constantly looking for speed. Also, if you understand all the functions of the HRIS, you will be able to convince your general manager more easily.
1. HRIS tool promotes time saving and productivity
Implementing an HRIS software will constitute a single platform where all the HR tools will be present and in addition will be the HR portal, so it is a complete business management software. This software solution is compatible with all sizes of companies such as Ge or Eti or VSEs and SMEs, the number of users does not negatively influence the ergonomics.
Then, the tool will allow you to greatly reduce errors during repetitive tasks, allowing you to perfect the HR department because there is a great automation of many processes, such as manual entry.
It also improves administrative management, for example automating the HR software for payslips. Indeed, the HRIS tool avoids endless actions, it allows the HR manager to value key tasks such as training management, application management, recruitment processes, skills management, etc.
In addition, the coordination of all HR software on the HRIS will clarify all the data.
Tracking management and reporting will be simplified and more readable thanks to integrated dashboards. You will be able to base your arguments on reporting because managers also carry out reporting, which could be beneficial to them. Since your data is more readable thanks to the HRIS, the reporting will be tailor-made, automatic, efficient and will indicate the complications you may encounter. The digitization of the software improves the flow of information in an efficient way, saving you time and increasing your productivity. It is essential during your negotiation to mention this point, although the HRIS has a cost, it will be an excellent return on investment.
2. HRIS helps the employer’s brand image
The QWL tool, which stands for quality of life at work, is also essential in order to assess well-being at work, cohesion, and to detect potential conflicts between employees as quickly as possible. This tool will also ensure a good image and reputation of your company. Human relations managers can analyze the quality of life at work of their team. The quality of life at work can be assessed using questionnaires repeatedly in order to identify their state of mind and thus retain your employees.
Also next to the unique software is the HR portal, its role will be for each employee to be aware of the various events on a daily basis, a directory is operational on this portal in order to find your employees as easily as possible. The simplification of this system will innovate the team spirit in a collaborative way, and consequently the employer’s brand image. Overall, the HRIS makes the daily life of your employees easier, regardless of their position in the company, everyone has access to this platform.
In addition, it is often said that the HRIS is an Employee Experience Platform, i.e. the platform is an experience for the employee. Centralizing and automating all data allows for fast connectivity. The journey on the platform is no longer a constraint. For example, the employee will be able to manage his leave and absences, organize his schedule. As a result, the information on the messaging system is simplified between HR and employees, avoiding the back and forth that they knew before.
3. The HRIS organizes managerial management and retains your employees
The HRIS offers you the opportunity to manage both managerial management and talent management in the human resources department. For talent development, the HRIS can include a recruitment part, but also a training or even e-learning part. It offers the HR function a complete optimization of HR tasks on a single platform.
However, during your negotiation proving the effectiveness of the administrative management will not be complex, concerning talent management you will have to dig into the assets upstream. Indeed, measuring the benefit that talent management will bring you is more complex to define. However, an HRIS with talent management will be beneficial for your general manager because a talent is a considerable advantage for your company. So if HR doesn’t have this tool, the search for talent is likely to be long-term. In addition, if you have talent in your company, if you do not put all the chances on your side to make them stay, for example by paying them more, the probability that they will leave for a competitor is high.
Only if your company relies on talent management software integrated into your HRIS will you be able to win and retain talent. This talent management will allow a total visualization of the assets of your talents and also to give a continuous appreciation to meet their professional expectations.
If you equip yourself with these many tools, you will be able to conquer and actively take care of the mobility of your talents. The combination of its management tools and the centralization of data offers the HR manager an overview of his talents in the company. HR will be able to have a representation of talent deficiencies through assessments. Afterwards, advice and proposals will be dedicated to him to develop the missing skills.
In addition, the HRIS is a complete solution that will captivate new talent.
4. HRIS provides a financial benefit
By limiting human actions on tools, the HRIS offers clear data, at the right time, allowing you to build an advantage over financial management.
Firstly, the financial advantage is explained by the fact that the HRIS agrees to retain employees, therefore it reduces the costs related to employee rotations. Turnover has a positive and a negative aspect, certainly turnover will boost the teams, but it will lead to a significant financial cost of training new employees. If we reduce the turnover, it is obvious that you will save money.
It is highly likely that during the negotiation with your General Manager, you will have to deepen the benefits that the HRIS plays in retaining your employees and therefore in reducing turnover. Use the arguments above directly. Indeed, if the turnover rate is insignificant, we will tend to observe a positive social environment at work. On the other hand, if the turnover rate is considerable, there is a rather negative working environment. So setting up QWL will make it possible to identify well-being at work and consequently to know if there will be many rotations or not, the better an employee is, the more predisposed he or she will be to continue in the company. The more we truly value the employee for his results, his efforts, his quality as a person, the more he will feel considered and potentially stay longer.
Also, talent management is a boon for HR who can maximize their recruitments and hire the best profiles. This management has a double hat because it provides for the absence of employees and puts in place potential replacements with the help of a system. This system highlights job offers that are initially visible to the company’s own employees, they will be able to apply directly, promoting internal mobility. This internal recruitment system reduces the costs associated with recruiting external candidates.
In addition, the connection to the HRIS by SaaS is fast and digitalized, the costs generated by the use of paper or transfers by post will no longer exist. Benefiting from the dematerialization of your HR files will allow you to make significant financial savings.
5. An HRIS by SaaS and convertible, an inevitable advantage
During your negotiations, emphasize to your General Manager that our HRIS has total customization. Indeed, our motto at eBrigade remains: “build and manage a single HRIS”.
Unlike competitors in the market offering HRIS, eBrigade provides you with all the HR software of your choice. Indeed, at eBrigade there is no question of limiting yourself to HR software, your HRIS is customizable. Far from it, we offer you all the HR software that would be useful for your organization. All these software will be able to be linked to a single platform.
In favor of its ultra-efficient connectivity, the HRIS becomes the exemplary result for all companies with HR software from different vendors upstream and seeking to consolidate their software on a single HRIS. Therefore, by adding a unique and adaptable HRIS, your General Manager is guaranteed to gain in visibility and productivity.
In addition, at eBrigade, your HRIS may undergo transformations after it has been implemented. These changes are possible because our HRIS is in saas (service as a platform) mode. The SaaS solution allows transformations to add or remove software as needed over time.
To conclude
Good human resources management is an integral part of your company, immediately linked to its competitiveness. It is not simply personnel management, paid leave management, time management, a training plan or rotations. This complete management tool provides solutions to the human resources department with a real configuration of the SaaS software that ultimately improves the workflow and the employee experience. As a result, it is essential for the HR department to equip itself with an HRIS. By adopting an HRIS, you will not only gain in efficiency, agility and flexibility. It is a complete management solution dedicated to saving time on your HR management while ensuring safety at work, it is a strong added value.
By adding an HR talent management tool to your HRIS, you will be able to attract and retain talent in your company. Your data will be clarified and these tools can reduce your costs in the long term. The implementation of the HRIS is becoming inevitable with the digital transformation of our society. In order to obtain an excellent integrated management of your organization, tools such as QWL and the HR portal are necessary HR solutions offering traceability, a collaborative spirit and above all a simplification of management.
