HRIS Implementation: How Poor Data Management Can Be a Source of Difficulties

HRIS solutions have become very popular thanks to the many advantages they offer in terms of data management. One of the most exciting benefits is its ability to minimize manual processing by automating repetitive, procedural, and time-consuming tasks, thereby improving operational efficiency. It's the data that drives all of these automated processes. Whether it's an automatic email or a vacation report, an HRIS will use the data available to complete the request.

Inaccurate or outdated data

Having bad data in the system can create a lot of problems in the long run; imagine an error that occurs in an employee's payroll due to inaccurate data. Make sure you check the validity of the data before entering it into your HRIS. HR analytics benefit the most from automated processes, and accurate data allows managers to track employee progress throughout their employment.

Incorrect formatting

In order to function as intended, an HRIS must be fed with properly formatted data. Because it is an IT solution, an HRIS operates databases, and incorrect formatting can lead to a large number of errors or incomplete reports. Spotting incorrect data can be time-consuming, not to mention the risk of making the wrong decision due to incomplete reports.

To avoid formatting issues, set the rules according to the HRIS specifications. Be sure to specify the data formats such as date (d / m / y vs m / d / y), grammatical differences (uppercase, dashes vs spaces), and naming conventions (risks vs warnings) that should be used when entering data into the system.

Adopting the best data management practices early in the process eliminates the risk of incorrect entry and poor organization of data. By establishing easy-to-follow rules for entering, formatting, and organizing data, you will ensure that all data entered into HRIS can perform its function.

Lack of availability and time

Many companies waste far too much time deciding whether they can benefit more from a Human Resource Management System (HRMS), Human Capital Management (HCM), or HRMS. Rather, they should focus on the specific goals and needs of their business and how many hours they have to devote to achieving a successful implementation process. This particularly applies to companies with a lot of information to digitize and transfer to HRIS.

Compared to other departments, the HR department is often the one with the least staff. Developing a data management strategy will help companies plan implementation based on the available workforce and educate employees in other departments on how they can contribute to the process. As you can see, the effectiveness of HRMS is highly dependent on the data it leverages, making data management directly responsible for the successful implementation of HRIS in businesses of all sizes.