De-Mystifying HR & Payroll Systems
If you oversee Human Resources at your organization, or manage the team that does, you’ve likely had to deal with any (or all) of these sticky scenarios.
Rebecca and Jamel have the same job and both took off on the same day again. One of them forgot to track their time in your shared Google doc and now you have no employees to handle customer complaints.
Sal came in late again. You know it. He knows it. Your pay clock is down, however, so there’s no way for you to take action.
Candace moved to Rhode Island, but your team is primarily in Massachusetts. She hasn’t been getting paychecks for the past two months.
Assuming you’re cringing along, it may be time to invest in a Human Resource Information System (HRIS) for your organization. An HRIS is a smart system that integrates Human Resources with Information Technology to centralize, track, and manage all data related to the HR arm of your organization. It eliminates the need to manually manage your human resources, as well as the inevitable human errors that come with doing so.
Paylocity, an Agile Talent Consulting HRIS favorite
The right HRIS makes data easily accessible to HR professionals and is easy for employees to use, improving their day-to-day experience. This is huge because engaged employees are productive employees (17% more productive, in fact, according to Gallup, and 41% less likely to be absent!)
Constantly updating and reporting, an HRIS can take the guesswork out of much of the human resources process.
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Before you automate your HR, let’s pause to discuss what you need to consider when selecting your all-important HRIS.
When do you need an HRIS?
First, make sure this is the right time for you to get on the HRIS train. One reason you may want to make this leap is if you’re growing your organization. Bigger than 50 employees and it’s going to be incredibly important to utilize a system to manage data and operations. Another reason to make the shift? You’re using too many different systems for different procedures. If your employees use a spreadsheet to log time-off, a manual timeclock for attendance, and a Google doc for goal-setting, the plethora of systems is overwhelming and not long-term sustainable for your org.
What do you want your HRIS to do?
Most HRIS systems will come with similar features, but you want to consider what’s most important to you when making the leap. You likely want to have an employee self-service arm of your HRIS as well as a payroll management system, which comes standard issue. But if you want bonus features, like the ability to measure OKRs, (a transparent goal-setting tool that’s favored by companies like Google) for example, make sure you pick a platform like Lattice that can accommodate that. Or if employee experience and use is central to your needs - you want your people using the app to share input and feedback! - then consider an option like Paylocity, which puts user experience at the forefront.
Lattice, another Agile Talent Consulting fan favorite
Have you sampled the HRIS offerings?
Fun fact: Most HRIS systems will allow you to try a free demo, and you should absolutely take them up on that offer! The best way to ensure you like a system is to play around with it. We suggest getting a small team of employees from various departments and in different roles to try it out and provide feedback. Your HRIS is a commitment and it pays to take the time to make the right one.
Need Help?
No more HR nightmares - let Agile Talent Consulting support you with picking and then implementing your new state-of-the-art HRIS, so you can get back to focusing on what matters most.
