HRMS Implementation: Why Data Management is a Key Success Factor

We live in an age where data management is of paramount importance. Finding, accessing, and rapidly distributing data is essential to the success of any process. HR professionals, in particular, have to manage a huge volume of data. They must be able to create new records and find, access, update, and share existing ones at a rapid pace. It is precisely for this reason that many HR professionals consider an HRIS (human resources information system) as the best solution.

An HRIS is designed to facilitate data management in two ways: by reducing and automating repetitive tasks and by making it easier to access information. Following the implementation of an HRIS, several companies are seeing improvements in analytical procedures and HR data management.

But many HR departments do not realize the importance of data management as part of a successful HRIS implementation. Here are some tips that will help you effectively manage and prepare your data for a successful HRIS implementation.

Start working on data management early

Human resource information systems differ in scalability and number of functions. While choosing the HRMS Software that best suits your business needs is essential, data management is just as important. Why? Because it is the data that makes HRMS useful. That is why it is best to start working on HRIS and data management simultaneously and as early as possible in the process.

The data we are talking about falls into 2 different categories: employee information and business process information. In the first case, it concerns personal information of employees, job titles, salaries, etc. Operational processes, as well, dictate in a simple and clear way the steps to carry out activities such as recruiting, training, performance management, HR policies, and payroll. These two categories of data must be in order to ensure the effective implementation of an effective HRIS that takes full advantage of automation.

Working on data management prior to HRIS implementation will make it much easier to discover patterns in HRIS results, identify synergies between different HR practices, and provide actionable and accurate data to decision-makers in order to '' improve the entire HR process.

A data management plan as a foundation

Although it is a very sophisticated system, an HRIS is also, generally speaking, a very simple system. It can be described using a simple diagram: input> data management> output. As you can see, data management is at the heart of the process. This is why it is essential to understand the value of data management and to see it as the foundation for a successful HRIS implementation strategy.

What Should a Data Management Plan Include? First, determine what types of data will be entered. Once this step is completed, decide who will be responsible for managing the data and for the success of the data management plan. And finally, look at policies for formatting, entering, updating, sharing, and reusing data. Pay particular attention to privacy and confidentiality issues relating to data sharing procedures.

Once you have a data management plan in place, you will have a better understanding of the data to be processed and therefore it will be easier for you to assess and choose an HRIS that suits your business needs.