The Beneficial Impact of HRMS on the Organization of HRD Work

The dematerialization of the HR function is today an unavoidable reality in most companies. However, this digitization of HR processes has a profound and often underestimated impact on the organization of work internally and on the productivity of each employee.   

 

Training, recruitment, payroll, working time management… The integration of a human resources information system (HRIS) changes work processes throughout the company, starting of course with the management of human resources itself.  

What is the impact of HRMS for all employees?

The digitalization of processes, and particularly that of HR functions, naturally accompanies the evolution of working methods and corporate culture for all employees.   

Employees benefit from faster access to information at all times.  

This capability opens up prospects for improving their productivity, more intuitive management of their activity, and much better autonomy on a daily basis. They also benefit from better visibility in the context of decision-making. 

Concretely, the implementation of an HRIS within the company can have many concrete advantages for the employee, who can benefit, among other things, from a redesigned workspace, a better level of information, or even 'management that is more responsive to its needs.  

Adapting to the new way of working

Each employee automatically benefits from the dematerialization of human resources processes, which increases the opportunities for sharing, meetings, and networking within the company ... 

Opportunities which can then materialize, for example within a “third place” where employees without any particular functional link can meet and discuss.

An HRIS will make it possible to manage new working methods, in particular teleworking, and allow employees to work differently.

Smoother internal communication

The various communication tools integrated by an HRIS all have a strong potential for improving internal processes:

• Basic tools, such as instant messaging and community creation, accelerate the flow of information between employees;
• Internal blogs or forums on the intranet  each allow broad discussions beyond the circle of closest collaborators;
• Self-service HR tools  are a powerful driver of productivity and responsiveness;
• The  knowledge management  encourages working document sharing and spreading the expertise and best practices across the enterprise;
• Workflow tools have the same interest with regard to employee productivity;
• Job openings are subject to internal multi-distribution.

New management facilities

Many modules of an HRIS are likely to facilitate the daily task of a manager.  The latter notably has a single, simplified, and intuitive interface to supervise the evaluations and the objectives set for each member of the team, with the key to optimized performance of each employee.  

Likewise, the examination and validation of training requests in real-time contribute to the fluidity of working relations within the team and to employee satisfaction.   

In most companies, the introduction of an HRIS finally results in the automation or delegation of many administrative and time-consuming tasks previously assigned to supervisors.  

A change management tool

The functionalities of HRIS in terms of internal communication make this software environment a natural platform for supervising and supporting change management within the company. 

The system makes it possible both to optimize the dissemination of top-down information, by reaching all employees, and to organize the feedback of these same employees in a collaborative process, or even co-production.

The digitization of HR processes has a profound and lasting impact on the organization of work within HRD and the rest of the company. This development constitutes a real opportunity to achieve growth and productivity gains.

The key points to remember:

• HRMS not only impacts the HR function but the entire company, its culture, and its organization.
• The HRIS profoundly changes the work environment by making all employees responsible, they are more and more autonomous.
• It transforms the recruitment, career, and training processes at the same time, and frees up time previously devoted to administrative tasks by the HRD.