| A new Human Resource Information System (HRIS) | | | | Use Human Resource Software Interfaces Wherever |
| can save you tremendous amounts of time and make | | | | Possible |
| you and your staff far more effective at your job, but | | | | Interfaces allow for data to be transferred from one |
| it is important to understand work will be required to | | | | system to another, but they are not real time and |
| maintain the database and maximize results. I would | | | | require some type of action to transfer the data. The |
| estimate that at least 20% of companies purchasing | | | | advantage of an interface is that it can save |
| HR software (including HR Payroll software, integrated | | | | tremendous amounts of time associated with manual |
| HRIS products, and other Human Resource | | | | entry. That saved time can mean the difference |
| Management Software) stop using those products | | | | between a helpful product that your employees use |
| within six months because they are unable to keep up | | | | and one that they abandon because it's too |
| with the input required to maintain the data. So it is | | | | cumbersome. If you are using one system for HR and |
| extremely important before you have your company | | | | a different product for payroll, make sure you have an |
| make an investment into an HRIS system that you | | | | interface for transferring data included in the scope of |
| have a complete understanding of exactly how much | | | | the project. It's important to note that while this step will |
| input will be required from you and your staff. Follow | | | | reduce your input requirements and time investment, it |
| these steps to minimize the amount of data you have | | | | won't eliminate them; there are numerous fields in an |
| to manually input into your human resources application. | | | | HR product that your payroll system may not offer, |
| HRIS Setup Input | | | | and they will have to be manually updated. Also |
| Before selecting an HRIS system you need to have a | | | | remember that historical and benefits data are rarely |
| complete understanding of what data will be imported | | | | included in interfaces. |
| into your system and where is that data coming from. | | | | Maintaining the Database |
| You may have the data in Excel, a payroll system, or | | | | To receive maximum benefits from your HR Payroll |
| another HR product. Regardless how much data you | | | | software, HRIS product, or other HRMS applications |
| have in another product, there will still be required input. | | | | you should make sure that the data in that system is |
| Rarely will you have the capability of importing benefits | | | | up to date and accurate. Interfaces and a good |
| data or history, so it's important to understand that this | | | | implementation can assist with this, but additional work |
| data will have to be manually input the majority of the | | | | is always required. For example, all of your code tables |
| time. Any data that you can't import, or that is not | | | | for job titles, department titles, and benefits codes will |
| available in another system, will have to be manually | | | | be created at setup, but there will eventually be |
| input as well. I would recommend asking for an exact | | | | additions and changes to this information. Whether |
| list of data fields that will be populated from other | | | | you're using an interface or an integrated system, input |
| sources by the implementation team; make sure it is | | | | will be required from your end to maintain the |
| included in the contract and the scope of the | | | | database. Make sure you have a plan in place as to |
| engagement. | | | | when data will be input and who will maintain it. |