| In today's economic environment, employers devote a | | | | understand the needs of the conversion. This is |
| great deal of energy developing strategies so their | | | | dependent on the sophistication of the client's record |
| organization can retain a crystal sharp focus on vital | | | | keeping. During this time, the HRIS firm begins to work |
| business objectives such as acquiring new customers, | | | | with the client to document and improve their business |
| beating the competition and raising revenue. With all of | | | | processes. |
| the needed focus on the bottom line, companies may | | | | Step Two - Configure an HRIS Management System: |
| be overlooking one of the most potentially serious and | | | | Once the client analysis is complete, the HRIS team |
| costly issues - Human Resource compliance. Certainly, | | | | sets up and configures the system based on the |
| the business of managing the workforce, HR | | | | clients needs access during the initial phase. |
| administration, has become a very complex process | | | | Step Three - Converting Legacy Data to the New |
| indeed due to the ever changing economic, technical | | | | HRIS Management System: |
| and legislative climate. It's no wonder that medium to | | | | Human Resources, Performance Review, Employee |
| large companies outsource their HR processes to | | | | Training, etc. records is migrated from the client's |
| Human Resources Information Systems, HRIS, firms. | | | | existing database to HRIS technology platform. Once |
| HRIS is an overarching term for a suite of software | | | | the database is transitioned, the data is tested for |
| products that help a firm manage very precise and | | | | accuracy and validated. |
| tedious tasks such as payroll administration, handling | | | | Step Four - Launching the New HRIS Management |
| employee benefits, reviewing employee performance, | | | | System: |
| and even employee training. In most cases, HRIS | | | | During the Deployment step, the HRIS team ensures |
| products have customizable user interfaces so | | | | that the system has been appropriately configured to |
| employees can access their own HR information | | | | correctly process transactions by performing unit and |
| called Employee Self Service which greatly reduces | | | | payroll parallel testing. When the testing is complete |
| calls to the HR department. | | | | and the issues are resolved, the team moves the |
| If you are planning to contract with a HRIS firm, you will | | | | database to production and the system becomes |
| need one that can align HR policies with your business | | | | active. |
| objectives and goals in mind. The following is a list of | | | | Step Five - Training for the new System: |
| best practice steps for transitioning your current | | | | This phase can begin any time during the Data |
| Human Resources process to an HRIS Managment | | | | Conversion and Testing/Deployment phases. End |
| system. | | | | users attend the appropriate technical training sessions. |
| Step One - Evaluate the Personnel Needs: | | | | With the implementation of a new Human Resources |
| During the initial analysis phase, the HRIS team should | | | | Information System, business leaders can once again |
| meet with the client for a discovery meeting and | | | | devote their energy to growing their business. |
| completes a comprehensive organizational analysis to | | | | |