HR data has pretty much always been used to capture and report past data. With manually entered data this was particularly the case, with results and reporting taking time and effort to calculate and present.
However, as HRIS has been introduced to organizations on a broader spectrum in recent years, the use of HRIS to compute predictive analytics has become more widespread. This has helped organizations use HRIS for future planning. Now, as systems are improving and up-to-the-minute results can be obtained, HRIS is bringing organizations into a new and more efficient era in which present operations can be improved based on real-time data.
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Bringing HR into the Present
The transition to using HRIS for daily operations is a fantastic opportunity that can be used to gain an edge on the competition and improve business performance at a much more rapid pace. For the first time, managers have something more substantial to use for daily decision making than outdated results and educated estimates.
Unfortunately, most companies are not presently equipped to do business in this way. This means that time, effort, and capital must be invested to alter many facets of the methods used for planning and execution of operations. Bringing the company to a position where HRIS is used this extensively may be difficult, but it may also be worth it.
Succession Planning and HRIS
HRIS can be a lifesaver when it comes to succession planning. With the right HRIS features and configuration in place, daily labor needs can be not only addressed but compared with existing employee and applicant records to give managers specific suggestions for filling these needs. In some systems, scheduling and availability can even be taken into consideration to pinpoint potential scheduling conflicts before they occur.
Once the right employees or applicants have been matched with existing labor needs, some HRIS can help managers to take action on getting those employees into place. Systems can be configured to send instant notifications that have been customized and approved. Long gone are the days of spending hours reviewing applications and comparing applicant qualifications.
Tighter Performance Management
The annual review may also soon be going the way of the dodo. Why spend time trying to remember what an employee did 11 months ago when you can track performance and results daily? HRIS makes it easier for managers to compile tangible records regarding employee performance, so that action can be taken as needed instead of at some arbitrary time once or twice a year.
Maintaining the Human Element
Some managers may worry that HRIS is automating too much of a company’s systems, taking the “heart” and “head” out of the business. This is not an unrealistic fear, as the most cutting edge HRIS make so many HR functions simpler. It is important for management and human resources to focus on continuing to maintain the human element so that the business is using HRIS for a daily advantage, but not relying solely on the numbers and predictions provided.