What are the best ways to integrate HRIS into your company's existing HR system?

1 Assess your needs

Before you choose a HRIS, you need to assess your company's HR needs and goals. What are the main pain points and gaps in your existing HR system? What are the features and functions that you require from a HRIS? How will a HRIS align with your HR strategy and vision? How will you measure the impact and return on investment of a HRIS? By answering these questions, you can define your scope, budget, and expectations for a HRIS project.

2 Select a suitable HRIS

Once you have identified your needs, you can start looking for a suitable HRIS that meets your requirements and fits your company's culture and size. There are many types of HRIS available in the market, ranging from simple and modular to complex and integrated. You need to compare and evaluate different options based on their functionality, usability, scalability, security, compatibility, and cost. You can also consult with other HR professionals, vendors, or consultants to get their feedback and recommendations.

3 Plan your implementation

After you have selected a HRIS, you need to plan your implementation process carefully. This involves setting a realistic timeline, assigning roles and responsibilities, communicating with stakeholders, preparing your data, testing your system, and training your users. You also need to anticipate and mitigate any risks or challenges that may arise during the implementation, such as technical glitches, data errors, user resistance, or change management issues. You should also have a contingency plan in case of any unexpected delays or problems.

4 Monitor and evaluate your results

Once you have implemented your HRIS, you need to monitor and evaluate your results regularly. You need to check if your HRIS is functioning properly, meeting your needs, and delivering the expected benefits. You also need to collect feedback from your users, managers, and employees to assess their satisfaction and engagement with the system. You should also track and measure the key performance indicators (KPIs) that you defined earlier to evaluate the impact and return on investment of your HRIS. You should also update and improve your system as needed to adapt to changing needs and demands.

5 Learn and grow with your HRIS

Finally, you need to learn and grow with your HRIS. A HRIS is not a one-time project, but a continuous journey of learning and improvement. You need to stay updated with the latest trends and developments in the HRIS field, such as artificial intelligence, analytics, cloud computing, or mobile applications. You also need to enhance your skills and competencies as a HR professional, such as data analysis, project management, or change management. By doing so, you can leverage your HRIS to its full potential and add value to your company and your career.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?