For large companies, a HRIS system can cost a whopping $11,200 per user over a five-year period. Broken down, that’s roughly $187 per user per month.(Source: Software path)
A HRIS might appear to be a costly business application, but if implemented correctly, is a valuable cost-cutting solution. How so? A HRIS can streamline numerous HR functions, including recruitment, learning and development, performance management, onboarding, payroll, employee benefits, compliance, and much, much more. Successful HRIS implementation and automation means your HR department can free up time to focus on other initiatives and save on costs.
But the success of HRIS implementation depends on two key factors: HRIS training and user engagement. Without them, a misused or unused HRIS will negatively impact HR department functions and ROI. Luckily there are a handful of methods to tackle them! Let’s dive in.
1. Try different HRIS software training methods
A training workshop (in-person or online) as a part of blended learning or hybrid training methods can be a useful way to share information concerning your entire organization. This traditional method of training can be a good first step to introducing a HRIS (or any other software), its processes, and functionalities. It’s the opportunity to provide basic insight into the value a HRIS can bring to the organization and your employees but also open the floor to group questions or queries related to the tool.
Implementing Workday, Sage, Oracle HCM, SuccessFactors, or any other cloud or web-based solution? This method can facilitate several benefits, including accountability, autonomy, and a boost in confidence. But how? With a digital adoption platform, HR and L&D professionals can create and convert existing company training materials (videos, PDFs, slides) into interactive, micro-learning guides for self-training. Through a series of action-activated workflows, users complete these learning assets step-by-step.
Self-training provides your users with the autonomy to learn at their own pace and their own schedule while eliminating the need for HR to create time-consuming, ineffective, and costly training programs.
Other forms of self-training, including non-digitized and vendor assets, can however come at a risk. Without access to measurable performance analytics, HR can struggle to calculate the impact of training and even the amount of people who trained at all.
Learning by doing training
Arguably the most effective training methodology is learning by doing. Contrary to passive learning, it facilitates active on-the-job learning and experience. Applied to digital learning, learning by doing can include training users through practical applications, case studies, or demos.
🍋 Lemon Learning tip: with a digital adoption platform, you train users directly inside their HRIS using the learning by doing methodology
- Absence: walk users through the process of recording and requesting absences, selecting paid and unpaid leave, telework, etc
- 360 evaluation: instruct users through their quarterly or yearly 360 reviews
- Payroll: guide users toward their payslips and indicate the download button for personal use
Because learning by doing focuses on repetition and engagement, users can execute HRIS tasks instantly via self-service, without guidance from management or time-consuming training.
A learning management system (LMS) empowers L&D and HR departments, to create training assets. With an LMS application, you can store, deliver and track training content in a digital format. It centralizes all training content into a digital platform for users to reference and select as they work.
An LMS can be a great addition to HRIS training, but does have its challenges. Selecting and implementing the right LMS can be time-consuming and costly. Many LMSs also require IT and coding skills unique to your IT department. This means evolving or customizing the platform to your organization’s needs requires time in the backend of the application.
2. Organize effective HRIS training
Numerous HRIS implementation challenges affect user engagement on a HRIS. One way to tackle them is through effective training and engagement. Quick and straightforward HRIS training for new hires can prevent, mitigate and improve low user engagement instantly, but only when implemented correctly.
3 simple steps to implement HRIS training.
Define your HRIS training objectives
- Select and define roles, responsibilities, training methods, and anticipated training costs
- Identify user-specific HRIS training challenges (HR, managers, end-users)
- Outline training OKRs and KPIs to benchmark results
Design your HRIS training program using the training objectives
- Design personalized training workflows for managers and end-users
- Create step-by-step training modules so that users can refer to particular training paths
Measure your HRIS ROI
- Adapt training workflows using quantifiable user performance analytics
- Create surveys, questionnaires, and conversations to collect qualitative analytics
3. Implement HRIS training with a DAP
With a digital adoption platform, you can facilitate engagement during each step taken through a HRIS. DAPs, unlike other training methods, harness the learning by doing methodology, allowing users to learn and execute tasks directly inside their HRIS. A DAPs embedded application design works like a second skin, meaning your users never have to leave the tool. Whats more, a DAP immediately improves data quality and engagement from the very first use.
Immediate and accessible HRIS onboarding
- Welcome new employees directly inside the HRIS using in-app messaging
- Onboard HRIS users anytime and anywhere with complete autonomy
- Provide on-demand training that users can repeatedly access 24/7, even after onboarding
- System of centralized, interactive, step by step training guides for any HRIS feature
- Contextual content ensures the right people (managers, employees) are targeted with the right information at the right time
- Users can train and execute HRIS tasks with complete autonomy
Personalized training workflows
- Create both company-wide and personalized training programs for specific job roles and job descriptions
- Use performance analytics to unlock insights, including repeated and frequently accessed HRIS learning paths, workflow completion time, the frequency of user support, queries asked but yet to be created, etc.
- Intuitive dashboard overview to monitor several projects at once
- No technical skills are required for content creation, integration, or adaptation
- Use in-depth analytics to continually adapt workflows based on user performance
- Adapt workflows alongside HRIS updates and evolutions to keep user skills up to date