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Being in HR, how best do you utilize Human Resource Information System or HRIS? Does your HRIS really lower administrative burdens, give productivity gains, improve efficiency, boost morale or potentially improve retention rates? If it lacks in any sense, then surely you are committing certain mistakes. Here are few commonly committed mistakes; make a note of these and better stay away from these.

# 1. Adapting to Change

To adapt to changes is what most of the professionals lack in. Yes, your best of initiative can even derail, if actions are not taken according to the updates or implemented changes. So, lack of change management skills is still one of the biggest issues today at various organizations.

What you need to do?

If you are implementing a new HRIS system (for instance: focusing upon employee needs), then it becomes important to spread the message and give proper training (a). To let them know change is happening, (b) To tell why the change is happening, (c) To tell how it would affect every individual, and (d) What they need to do to support the change.

#2. Not validating, defining or supporting data quality

Moving ahead to another common mistake connected with the HRIS System is valid, relevant, & timely information. The data that specially originates from HR has to be validated, which in most cases is not. According to one research report on data quality conducted in the year 2010, “getting organizations to understand the impact of poor data is seen as one of the biggest data challenges today.” The poor quality of data not just leads to poor information but it also affects the performance of the business.

What you need to do?

The basic requirement is to develop clear policies as well as procedures that clearly define the data entry focusing upon ‘core’ HRIS software functionality. It is also ideal to define process & schedule of validating data so that necessary amendments can be taken on time.

#3. A failed plan

The information on the Human Resource Information System or HRIS is utilized by various stakeholders including HR, Payroll, Accounting, supervisors, employees, and vendors, thus it is used in numerous ways as per the specific needs. Now, the major problem arises when the data is not churned precisely by considering both micro and macro level requirements. It requires great planning to work upon the balanced data that has to be utilized by one and all instead of presenting one diluted end-product.

What you need to do?

Develop a solution only after identifying all the business needs, strategic goals, & various processes. A proper plan must cater to both organizational as well as unit level goals. Also, make sure that under any circumstance, you must not integrate poor processes into HRIS. 

 

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image courtesy: timsstrategy

 

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