HRIS software is at the heart of effective human resources management. HRIS software reduces administrative overheads, enables compliance and ensures HR teams can make better-informed decisions faster. Also known as a Human Resources Information system or HR software, HRIS software also improves communication and connects employees, so everyone can work smarter together
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Human Resources Information systems provide a complete solution for managing the entire employee lifecycle, from recruitment and onboarding through essential HR administration to career and succession planning. The top five benefits of HRIS software are:
- Significantly reduced administrative overheads
- A smoother, more effective HR process
- Accurate, accessible and actionable management information
- Better manager, employee and candidate engagement
- Improved employee data security, integrity and compliance
Cezanne HR simplifies and streamlines every aspect of human resources management. It puts you in control of data and processes, engages your staff and helps everyone work more productively, wherever they are.
How to select the best HR Information System
Superficially at least, many of the HRIS available today appear to offer the same features. However, not all systems will fit your business. Here are three reasons why:
HRIS are built to fit different company sizes. While there is some overlap, most suppliers primarily focus on just one market:
Large enterprise HRIS sysetems, such as Workday and Oracle, are often part of a wider ERP solution and are aimed at organisations with tens of thousands of employees. They often require many months and considerable time and money to implement.
Mid-market HRIS, like Cezanne HR, are specialist HRIS targeted at the needs of mid-sized organisations. Thanks to modern cloud technologies, they often offer a similar depth and breadth of HR functionality as enterprise HRIS solutions but are quicker to implement, easier to configure and significantly less expensive.
Small business solutions (typically for 5 – 100 employees) reflect the simpler requirements of these organisations. They cover the key HR functions but don’t have the same sophistication or flexibility as the mid-market solutions.
Different sectors have different requirements. For example, a public sector human resources management system generally needs to support pay spines and grades, manufacturing or retail organisations may need a human resources information system that manages multiple shift patterns and financial services organisations have specific compliance requirements.
Most HR information systems are initially developed with just a single country in mind. They may have been translated, but might not adapt to the different compliance requirements or ways of working in different countries. If you have offices in more than one location, it’s important to check that the human resources information system is global from the start.
HRIS and automation
Keeping on top of all HR tasks can be challenging and exhausting. This guide takes you through the top processes you can automate using an HRIS.
HRIS selection check list
The questions to ask today, so you can be sure your system is fit for tomorrow. This easy-to-use template makes sure you don’t miss any essential questions.
Mark Martin – an HR Director with over 25 years’ experience – shares his experience of implementing HR systems at major international companies.