HRMS: More Relevant and Affordable Than Ever | HRMS

In the space of just a few years, human resources information systems (HRIS) have undergone such changes that they now constitute solutions that organizations can hardly do without.

The HRIS makes it possible to efficiently manage all data and operations related to employees: management of payroll, HR data, talents, and time and attendance. The entire employee's life cycle can be recorded there (application, performance appraisals, training, compensation, workplace accidents, career management, etc.). Depending on the size of the organization, the administrative burden of managing human resources can be particularly heavy. It is therefore easy to see that a structured and efficient management system can be set up in order to obtain material efficiency gains.

MANUAL MANAGEMENT IS OVER

Particularly because of the economic downturn in the late 2000s, organizations have made little investment in human resource management systems over the past 15 years. They are now lagging behind, which is proving to be all the more accentuated in the context of the current scarcity of manpower in Quebec.

As astonishing as it may seem, many organizations still manage the HR function manually; thus, it is not uncommon to see all the processed data in a multitude of Excel files. The consequences are numerous and often costly, ranging from recurring errors due to unreliable data to the inability to correlate the data scattered among the various files.

The relevance of HRMS has become evident.

RADICALLY REDUCED ACQUISITION AND MAINTENANCE COSTS

HRMS now uses the “Software as a Service” or “SAAS - Software As A Service” approach, where all solutions are billed monthly based on the number of resources. As a result, the initial acquisition and maintenance costs are only a fraction of those of just 10 years ago.

As a result, the managers of organizations are much more willing to give the green light to the realization of HRIS implementation projects.

NO BAD SYSTEMS, BUT BAD SYSTEM CHOICE

In HRMS, two approaches dominate the selection of a generalist system that covers all the needs of the organization or the selection of specialized systems interconnected between them. Either way, no system is inherently perfect.

The secret: Perform a thorough assessment of the organization's essential functional requirements. And this is precisely one of Solertia's most recognized expertise. Our methodology includes several steps, including the following:

• Process evaluation (identification of the main wasted time and effort in order to update opportunities for improvement, and risk assessment);
• Assessment of the technological infrastructure (the assessment of the essential functional requirements is the central point of this step);
• Preselection of technological solutions (evaluation of technological options that meet the functional requirements of the organization);
• Profitability evaluation (calculation of return on investment);
• Negotiation of the contractual agreement (support of the client in the negotiation with the chosen supplier).

A solution is only valid and relevant insofar as it is suitable.

It is important to note that some organizations only require an improvement and not a complete or partial replacement of the system (s) already in place.

The main thing is to have a clear picture of the organization in terms of its processes and technological infrastructure.