What are the key features and functionalities of a user-friendly and effective HRIS?

Efficient data management capabilities are crucial for an HRIS. For instance, the system should allow HR professionals to easily input and update employee information, such as contact details, position, and qualifications. This ensures a centralized and accurate database!!

Additionally, as more governments pass laws around data privacy, it is important that an HRIS allows its administrators to purge data when required.

Se habla mucho de la importancia de las decisiones data-driven, independiente del área funcional de la empresa. En el área de Personas, los HRIS permiten la generación de datos relacionados tanto con la gestión del tiempo (control horario, vacaciones y ausencias, etc) como de la gestión de Personas (incorporaciones, seguimientos 1 to 1, formaciones, evaluaciones, entre otras). Esto supone una valiosa fuente de información para que los managers y el equipo de People diseñen conjuntamente estrategias que impacten en las personas y la organización. El acceso a su API pública, la posibilidad de integrar el HRIS con herramientas de BI y poder obtener desde una única plataforma-origen el acceso a todos los datos, las posicionan como esenciales.

Un SIRH convivial et efficace propose un ensemble de données pré-formattées et sécurisées, indispensables au bon fonctionnement de l'outil. Il permet également de créer facilement de nouvelles données personnalisées, spécifiquement pertinentes pour l'entreprise. Ces données personnalisées doivent ensuite être facilement exploitables dans les reportings. Idéalement, l'administrateur SIRH est autonome sur la création de nouvelles données, et les droits associés, et peut aisément paramétrer de nouveaux reportings.

Data can be categorized into two main groups: - Employee Data: Tools must provide capabilities to easily add custom fields, manage permissions, control visibility, and establish logic for input and validation to ensure data accuracy and security. - Organization Data: Tools should offer "flexibility" for fast-growing, agile organizations like retail and startups, allowing dynamic budget adjustments. Conversely, they should support a more structured and "rigid" budget approach for industries like banking and pharmaceuticals. Having adaptable tools ensures efficient data management tailored to organizational needs.

Ideally, the HRIS should house instructions and job aids that the employees can reference as they are completing these self-service tasks.

Implement features that empower employees to manage their own information. For example, employees should be able to access the HRIS to submit leave requests, update personal details, and view their pay history. This self-service functionality reduces administrative overhead!!

Self-Service is vital for all organizations. It empowers employees to manage their HR related tasks on their own. Once job aids are provided to employees to update personal information, request leave, enroll in benefits etc. it will streamline processes and save time while increasing employee autonomy.

Employee self service is a given. What's even more important these days is that employees can use HR services in their online environment: Teams, Slack etc. Workers shouldn't need to know which backoffice service they need, they should just ask their question and get the answer. Fortunately, modern HR tech can be integrated in these workplaces, and that it the most user friendly approach you can offer.

Le libre-service est essentiel pour les collaborateurs, et permet de délester efficacement les RH d'un certain nombre de tâches administratives. Les collaborateurs apprécient de gagner en autonomie, et de pouvoir interagir à tout moment. En ce sens, les SIRH qui proposent une application mobile intuitive présentent un avantage supplémentaire. Dans certains contextes, les applications multilingues apportent une véritable valeur ajoutée aux collaborateurs qui ne maîtrisent pas parfaitement la langue du pays de travail. Enfin, le libre-service permet une meilleure traçabilité des demandes.

Automate HR processes to streamline operations. For instance, the HRIS can automate the onboarding process, sending out required forms, assigning tasks, and tracking progress. This reduces manual efforts, enhances efficiency, and ensures consistency.!!

Los workflows ofrecen agilidad en las gestiones diarias (ya sea gestionando la aprobación/cancelación de solicitudes de los empleados o asignando distintas tareas de los procesos de onboarding a las personas responsables). Pero además posibilitan la trazabilidad del estado de esas tareas y la notificación de los cambios de estado. Los beneficios de estas cualidades adicionales son indudables: Para los empleados, estar al tanto de si su responsable directo ha gestionado una petición realizada y cuál es la resolución se traduce en transparencia y tranquilidad. Para cualquier manager, ser capaz de invertir menos tiempo en tareas que aportan poco valor y destinarlo a reunirse con los miembros de su equipo, favorece la cohesión del grupo.

Key features of an effective workflow system include: - Flexibility in Setup: Easily configure form initiators and approvers to match organizational roles. - Customizable Approval Processes: Adapt approval workflows to suit various business needs and hierarchies. - Specialized Features: Support for specific processes such as SLA tracking and exception handling. These capabilities ensure the workflow system can seamlessly adapt to diverse operational requirements and enhance process efficiency.

HRIS serves as an employee portal, fostering collaboration and engagement across the organization. It enables: - Important Announcements: A centralized space for company-wide updates. - Work-Related Groups: Collaboration hubs for teams and projects. - Hobby and Interest Groups: Platforms for employees to connect over shared interests. - Event and Learning Sharing: A space to promote events, training sessions, and webinars. By integrating these features, the HRIS enhances communication, collaboration, and employee engagement.

Security and compliance are basic features of an HR solution: if it doesn't have this, or the vendor can't explain what they have put in place, you can't use their solution. It would put your organization at risk if you use an HR solution that isn't properly certified.

Transitioning HRIS to the cloud requires robust security measures to safeguard data. Key standards and regulations to consider include: - ISO 9001 and ISO 27001: Ensuring quality and information security management. - GDPR Compliance: Adhering to data protection regulations for EU-based individuals. - SOC 1 Type 2 and SOC 2 Type 2: Maintaining controls for financial reporting and data security. - Personal Data Protection (PDP): Complying with country-specific laws, such as Indonesia's UU No. 27 Tahun 2022 on Personal Data Protection. These measures are critical for ensuring compliance and securing sensitive employee information.

Les solutions en SAAS permettent de bénéficier des mises à jour évolutives régulières. Les solutions modulaires sont intéressantes dans certains contextes car elles permettent d'étoffer graduellement l'outil en fonction des besoins de l'organisation. Trop de fonctionnalités d'un coup n'est pas toujours la meilleure approche.

Successful HRIS must be scalable and customizable as organizations evolve and change, so do their needs. They cannot always purchase the latest technology as budgets are constrained and dollars are allocated to where ROI is greatest.

En cuanto a la personalización me gustaría destacar dos aspectos que considero esenciales: 1. Look&feel del HRIS: Comenzando por lo más básico como es que cada compañía pueda incorporar su logo corporativo al SaaS o que cada empleado pueda seleccionar el idioma del HRIS (ya sea por la presencia de la compañía en distintos países -español, inglés, francés, entre otros- como por la simple preferencia del empleado). 2. Roles y permisos de los usuarios: Asegurar que las posibilidades de visibilidad y edición de los distintos roles sea la deseada por la compañía (por ejemplo que un recluiter no tenga acceso a los datos de las nóminas o que un manager no tenga visibilidad a los datos bancarios de los miembros de su equipo).

Customization can be a double-edged sword. While flexibility allows tools to adapt to specific needs, excessive customization may lead to non-uniform processes that deviate from industry best practices. To achieve optimal results, it’s essential to balance customization with adherence to best practices within the industry domain. This approach ensures shorter implementation timelines, improved product stability, and seamless business continuity during software updates. Striking this balance maximizes the efficiency and effectiveness of the solution.

User-friendly HRIS goes beyond the end-user experience. Almost indispensable to peak and efficient utilization is support to those who operate the system behind the curtain. Who supports the client? The client support provider is more often than not the HRIS vendor. The vendor should support HR with training, resources, with both delivered when needed. Without timely training and resources, an otherwise superior HRIS solution is a frustrating technology.

When selecting a new HR solution, organizations typically leave that to the HR team. I'd recommend that you involve employees - not that they have a final say, but to hear from them what they need most. The HR team looks at user friendliness from an professional point of view, and they should. Add some employees to your team to include the end user point of view.

When evaluating critical features for an HRIS, the following must be considered : - Mobile-Friendly Design: Ensure seamless functionality and accessibility on mobile devices. - Continuous Feature Development: Support ongoing innovation and updates to meet evolving needs. - System Stability: Maintain reliability with minimal bugs for smooth operations. - Integrability: Enable easy integration with other systems to enhance functionality and efficiency. These features are essential for delivering a robust, user-friendly, and future-ready solution.