One of my favorite albums of all time is Facing Future by Israel Kamakawiwo’ole. His album centers on rapid change and how change is viewed and dealt with. Okay, so how exactly does this relate to HRIS systems you ask? 2011 has been forecasted by many industry experts and mainstream economists to be a year of growth, as compared the previous three years.
Depending on what industry you’re in, this doesn’t mean you’ll see the kind of growth witnessed between 2004-2007, however companies are beginning to exercise talent acquisition strategies to fill vacant positions with the millions of highly skilled and qualified workers. As companies increase headcount, the HR department will ultimately undergo an element of change to adjust for the increase in responsibilities. These responsibilities include things like new hire orientation/training, daily administration & benefits management and (naturally) off-boarding and compliance management. Since your HR department works in conjunction with your HRIS system to support & automate these processes, knowing the current state of your system can be the difference between organized growth and chaotic scrambling. To determine if your HRIS system is capable of scaling to support added growth, it can be as simple as conducting a simple assessment.
The first step in conducting an assessment, and coincidentally the 2nd habit in Steven Covey’s “Seven Habits of Highly Effective People“, is to begin with the end in mind. Once the appropriate stakeholders are chosen and the end result is agreed upon, the team proceeds with the evaluation. This would be accomplished by taking into account all of the things the current HRIS system is capable of doing. Next, determine what other systems your current HRIS system integrates or interacts with. This could also be a great time to determine any IT infrastructure costs related to supporting the current HRIS system.
The next step is looking at the human element. This is done by collecting information from the super-users, or those involved with all of the HR processes. This step could be as simple as a one-on-one interview and end with an anonymous survey. It’s proven that employees tend to be more honest with feedback when it’s anonymous. Once the feedback is collected, you incorporate this into the final step, a gap analysis.
The gap analysis compares where the current HRIS system is to where you would like it to be. Once the gap analysis is complete and the user feedback is taken into consideration, you should be able to arrive at a clearer understanding of where you’re potentially falling short. The assessment process above, although explained at a very high level, is meant to help determine where a need exists to streamline your HRIS system.
Facing the future can be difficult without knowing where you are now and determining where you want to end up. If you need help determining what might be missing in your HRIS system, give us a call. We can help you figure out what you might be missing.