Human Resources (HR) is one of the most critical departments in any organization. HR is responsible for all hire to retire (H2R) activities, including recruiting, hiring, onboarding, employee relations, terminations, and managing worker records. There’s a lot to get done, and innovative technological advancements have supported transforming the HR function. As such, many HR professionals fear automated systems will eliminate their jobs. No need to worry. Despite these advancements, people are still needed in HR.
Since its inception during the 1920s, HR has evolved from a data entry-focused profession to a consultative, strategic business partner. This consistent evolution of HR has included employee and labor relations, performance management, and information and human capital management (HCM) systems, which help organizations effectively manage and streamline HR processes and workflows.
Human Resource Information Systems (HRIS) have grown significantly to support:
Employee and manager self-service
Data entry validation
Strategic organizational objectives
Top talent sourcing, recruitment, and retention
Compliance adherence and risk reduction
Despite these functionalities, HRIS still require human intervention for various functions:
Troubleshooting and system issue resolution
Data compliance governance
Process improvements and optimization
Consultative support for users and operational situations
Innovative shifts in HR’s functions, processes, and ways of working require new capabilities from HR professionals leveraging HRIS.
These skills are vital for HR professional development in organizations leveraging HRIS:
HRIS technology empowers HR to develop strategies for growth, retention, and sustainability. These systems also leverage deductive reasoning to inform organizational management and execute transactions for recruiting, hiring, training, benefits, and performance management. However, critical thinking is needed for HR to successfully research, observe, analyze, interpret, evaluate, and think strategically about these processes.
HR effectively uses technology to capture data throughout the employee life cycle. However, data and systems don’t always function correctly, requiring HR teams to intervene to:
Define the problem
Generate possible solutions
Take corrective action
Although systems streamline processes and procedures, they don’t replace basic and complex problem-solving. Therefore, HR professionals must analyze and interpret data and information to deliver real-time solutions.
In addition to being well-versed in using HRIS technology, HR professionals must have effective communication skills. Strong communication skills are imperative to maintaining a positive work culture.
Communicating effectively with technology is also essential for HR success. HRIS technology has expanded the methods of communication for HR departments, allowing them to provide greater clarity and direction throughout the organization. For example, employees can submit work hours, check vacation accrual time, and request information from HR through online self-service portals.
With these technologies, HR can record and maintain accurate information and deliver real-time responses.
Attention to Detail
Detail-oriented employees reduce organizational risk. When appropriately used, HRIS can reduce data errors, revisions, and process oversight. HR departments improve employees’ attention to detail as they integrate data, which increases the information’s reliability, accuracy, and timeliness.
Capturing, updating, or deleting the wrong data could lead to disastrous results. For example, entering the wrong name, date of birth, or employee identification number could prompt the HRIS to verify the entered information or cause an incorrect transmission to a benefits provider. Thus, generating additional work to update the HRIS system, benefit provider database, and conduct record audits and compliance processes.
HR manages and externally distributes personally identifiable information (PII), including sensitive information that requires accountability measures. HRIS technologies safeguard against data breaches and establish access controls to thwart malicious exposure from internal or external threats. When HR implements new technology, the organization must have people available to develop and disseminate policies and procedures, holding employees accountable for their actions.
As HR’s technology evolves, so should its accountability measures and actions. For example, access to creating, editing, and deleting records should be limited. Information access at all levels should be heavily monitored and routinely checked to ensure accesses are up to date. Outdated accounts and terminated employees should have accesses removed immediately. Routinely update policies and procedures to ensure HR and its internal and external collaborators safeguard organizational information.
Looking for strategies to cultivate a successful transition to a Human Resource Information System (HRIS)? Contact Abnormal Logic today at email@example.com.