By: Lindsey Leonardis, Senior Consultant

Working on your 2024 budget?  Don’t finalize it without including a line item for a Human Resource Information System (HRIS).  A good HRIS is more affordable than you may think and it drives tremendous value for employees, leaders, and HR professionals. 

You should have an HRIS if you are:   

  • A multistate employer

  • A multi-location employer

  • Supportive of remote work

  • Worried about compliance

  • Interested in providing a modern employment experience

  • Looking for a paperless and organized recordkeeping solution

  • Focused on building out an HR infrastructure, not necessarily an HR person or team

What should you consider when selecting an HRIS?

The “must have” features include:

  • e-Signatures - allows you to efficiently collect employee signatures on employment documents in an affirmative, secure, and verifiable way

  • Onboarding and Offboarding - allows you to standardize your approach based on the state, office location, or even the role the employee is working in

  • Applicant Tracking - positions you to track and communicate with active or passive candidates

  • Workflows and Approvals - provides checks and balances on changes to important and sensitive information such as compensation, tax information, job title, etc.

  • Paid Time Off Tracking and Reporting -automating accruals, requests, and approvals keeps everyone more organized

Other considerations include:

  • User Experience (UX)  - software needs to be intuitive and accessible to all users on mobile devices

  • User Defined Data Access Permissions - this allows you to create role based permissions so the right people have access to view and edit the right information

  • Ability to Integrate with Payroll - integrating with your payroll system streamlines the process,  saving you from manual data entry and reducing your risk of error

  • Open API - an open API makes it easy to integrate other applications, such as scheduling and attendance tracking, expense reporting, pre-employment screenings, etc., into the software

  • Data is Owned by the Employer - having ownership of the data mitigates your risk and is important should you ever move to another software system

The team at HR Solutions Group is available to support you with identifying your needs and wants from an HRIS, selecting the right HRIS, and implementing it so the transition is successful.