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HRIS: How Technology Is Making HR Smarter

Not so very long ago, Human Resource departments were highly manual places, where HR professionals spent precious hours trying to keep up with piles of unsorted CVs, timesheets, vacation requests, and repetitive administrative tasks, rather than dedicating their time to their companies’ most important assets: their people.

But today, with the advent of HRIS (Human Resource Information Systems), all of that has changed. HR technology can now electronically automate a wide range of HR activities and processes, from recruitment, record keeping, and payroll, to compliance, analytics, and security, all while gathering and storing the data essential to the organization.

Human Resource professionals are now using HRIS to work faster and more efficiently. Best of all, they can spend more time on issues that require a hands-on approach while they can now rely on dedicated tools to support the growth of the entire organization.

Smarter HR for a Smarter Workplace

By implementing an HRIS within the enterprise, the HR team can better handle coordination and decision-making functions – a far more productive use of their time than dealing with overflowing inboxes of files and spreadsheets – and they can also communicate with employees and candidates more easily and efficiently.

It’s a win-win situation for managers, employees, and candidates alike, and it’s all part of the move to the smarter workspace, where forward-thinking companies are thriving.

With a smarter workspace, any company and its end-users will see their productivity increase through improved business process enablement, ultimately leading to greater business agility. This is turn will have a positive impact on customer and employee engagement, elevating both as dynamic interactions prove instrumental in changing the way they communicate and collaborate.

Put simply, the role of HR is being redefined. “HR’s role as an administrative function will continue to shift to HR being a strategic advantage for the organization as the department continues to be supported by technology that simplifies administrative tasks and frees up our time and resources to make a more strategic impact on the organization,” says Mikaila Turman, VP, People at Inflection.

Major benefits HRIS brings to your business

The primary benefit of an HRIS is that it makes everyone’s lives easier. It allows the HR team to build interactive, seamless and customized user experiences for candidates, employees, managers, and the HR department itself.

  • Recruitment and onboarding: An HRIS makes the recruitment process more convenient for both HR and candidates, allowing HR to monitor the entire hiring process while giving candidates greater insight into the company; once a decision has been made, the candidate experience can be seamlessly converted into employee experience through pre-boarding.
  • Usability: HRIS tools are becoming easier to implement and to connect both with each other and with non-HR tools thanks to multiple APIs, dramatically increasing the number and quality of the services they can provide.
  • Compliance: Compliance once required organization and dedicated IT storage capacity, but cloud-based solutions have streamlined the process. Because all your personnel data and related information is stored in one place, you can now send automated reminders when action needs to be taken, making compliance with regulatory requirements much simpler. SaaS providers are also making sure to stay up-to-date regarding regulations, thus proposing secured and sustainable environments.
  • People development: Top-down and processed approaches are being replaced by marketplaces and collaborative networks dedicated to knowledge sharing. Employees are no longer waiting for training sessions to be organized; they learn and develop their knowledge on a daily basis on their own. HRIS are not dedicated tools for control anymore; they’re becoming connected platforms enabling people to grow freely.

Finally, HRIS are allowing HR teams to better advocate for their own performance in the organization as they finally analyse and crunch all the data they have gathered about their employees (career paths, compensation, learning and development histories…). Most HRIS solutions are now implemented with embedded analytics tools to monitor the performance of the whole system and to ensure their ROI for the organization. Current reporting and analytics solutions are already making HR teams more predictive rather than reactive, and in the future, HR will use AI and machine learning to build tailor-made work experiences.

HR system and digital tools are revolutionizing the way Human capital is managed. Technologies, tools and practices are evolving at a very fast pace, while employee expectations are increasing simultaneously. At the heart of the changes brought about by HR systems lies the idea that your employees are customers you need to attract and retain, as much as your “regular” customers. And you? What do you do for your internal customers?


About the author

Thomas Girard joined Arkadin in 2017 to act as Global HR Systems & Analytics Manager. As such, he is ensuring performance and sustainability of our global HRIS environment as well as providing decision reports for a wide range of stakeholders including the Executive Committee. After graduating from Sciences Po Paris and Humboldt University of Berlin, he began his career as HR Generalist at Mercedes-Benz, prior to focusing on HRIS & digital transformation at BearingPoint.

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