How to Select an HRIS - 0 views
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Step 1: Initial Assessment
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if the department has the need but does not have the time available to take on the data-gathering and evaluation process, hiring a consultant to assist with this process may be a wise choice.
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HR professionals should look beyond the needs of the HR department and consider the strategic plans of the organization.
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the minimum system requirements for each organization will differ to some degree. However, each organization will need a system that will gather, organize and securely maintain employee data.
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The greater the value that the organization will see from the module, the more likely it could be considered a need versus a want.
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it is essential to ensure sufficient lead time to complete the request for proposal (RFP), technology selection and review, and implementation processes.
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The specific needs and requirements can be listed down the left-hand side of the spreadsheet, and the vendors and products to be assessed can be added across the top.
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Following an initial elimination of packages and providers that do not fit the needs of the organization, it is time to take a more critical view of the remaining options.
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A time clock-based system may be more effective in a manufacturing environment in which all employees pass through specific entry and exit portals and all work is performed onsite. Matching the system availability with the needs of the organization will help ensure a better value on the investment.
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Many HRIS choices are available at different price points providing different levels of functionality. Given the importance of the choice the employer is making, the package selected should meet its current needs and have the flexibility to grow and expand with the organization into the foreseeable future. However, constraints from budgets, hardware and time will affect the choice made.