A guide to executing a successful HRIS Project

When it comes to optimizing their human resources management processes, today’s companies often find it essential to implement an HRIS (Human Resources Information System) project. This term encompasses all digital processes and software solutions used to optimize, manage, and monitor human resources performance. To ensure the best outcomes, an HRIS project must be meticulously organized, taking into account the actual needs of human resources management. So, how can you effectively manage your company’s HRIS project?

Understanding the importance of the HRIS project

In today’s business environment, digital transformation and enhancing employee work experiences are crucial for improving business performance. Implementing a cohesive HRIS project enables automation, simplification, standardization, and streamlining of all HR processes within a company. The HRIS project manager is responsible for identifying and deploying software that truly meets the company’s needs, including payroll management, recruitment, team management, and beyond. Internal mobility management and ongoing training can also be automated.

HR software also provides employees with a secure digital space to centralize and access confidential business data in real-time. This data encompasses various business processes:

• Continuous training
• Service contracts
• Payroll management
• Absence management etc.

The objective of an HRIS project is to reduce the number of queries directed to the HR department. Additionally, HRIS ensures compliance with all legal obligations outlined in the labor code regarding employee treatment in your country.

Strategies for a successful HRIS project

For an HRIS project to succeed, it requires support from the company’s management team to secure funding for deploying optimal solutions. Full support and involvement from both the HR and IT departments are also crucial for project success. Every stakeholder should understand the benefits of adopting a high-performance HRIS for individual role development and overall company performance.

The most critical step is to appoint a competent manager to oversee the development, management, monitoring, and evaluation of the HRIS project. Companies have two main options for optimizing human resources management: appointing an HRIS project manager from either the Human Resources or IT department. Internally appointed project managers can undergo training with accredited organizations to enhance their skills and knowledge in HR information systems management.

To empower employees and relieve HR teams of time-consuming management tasks, each stage of your HRIS project requires thorough attention. The project manager ensures that human, financial, and technical resources are organized to achieve results.

The essential stages of an HRIS project

To empower employees and free HR teams from time-consuming management tasks, no stage of your HRIS project should be overlooked. The project manager ensures that human, financial and technical resources are organized to achieve results.

Definition of business requirements

Define the project scope to outline specifications for implementing the HR information system. The HRIS project manager collaborates with relevant stakeholders to identify challenges, risks, and expected benefits of the initiative. Conduct an audit of existing digital HR tools and processes to identify areas for improvement in managing payroll, recruitment, expense claims, interviews, work schedules, etc. The HRIS project specifications should align with project implementation goals, budget, desired enhancements, planned upgrades, deployment deadlines, etc.

Choosing the right HR management software

Based on the needs and expectations of future users, the HRIS project manager selects a solution with optimal functionalities. The selected information system must accommodate evolving labor regulations and business requirements, such as choosing HR software accessible from any computer. It should be easy to deploy and integrate with existing tools.

Lastly, the software provider should offer robust support to facilitate ongoing use of the solution. The HRIS consultant manages HR solution configuration, unit testing, software testing in your operational environment, and ultimately, solution production and operation.

Change management

Before, during, and after HRIS deployment, address any concerns among employees regarding the digitization of HR processes. Provide personalized support to help employees overcome technical challenges in using new solutions. Daily support is necessary to address queries, gather feedback on solution usage, and conduct necessary updates to the tool.

Intensive, personalized training may be required to ensure comprehensive and effective adoption of new HR tools. Utilizing effective web-based solutions like Lemon Learning integrates interactive guides and contextual tutorials directly into the software to facilitate learning.

Maximizing the benefits of your HRIS project

To maximize project benefits, secure long-term commitment from your teams. Regularly seek user feedback to make constructive adjustments to the project. Aim for continuous improvement by defining key performance indicators (KPIs) to systematically analyze project results and impact.

To ensure HRIS project success, involve all company stakeholders throughout each stage. The HRIS project manager should precisely identify business needs and objectives at each stage, proposing cost-effective and efficient solutions to optimize human resources management.