HRIS are helping organizations to improve the way that talent and skills are matched to projects and job needs in the workplace. In the past, managers assigned tasks and employees’ skills were evaluated based on how well the assigned tasks were completed. Using HRIS, it is easier for companies to match employees’ talents and interests with tasks so that assignments are given the highest level of enthusiasm and are completed by the most qualified employees.
Involving Employees of All Skill Levels
HRIS make it easy to involve employees of all skill levels instead of just identifying employees with the highest productivity or the most quantifiable skills. By configuring HRIS to recognize and match training, interests, and past projects with current needs, managers can absolutely maximize productivity. Managers can even set HRIS to consider availability and only match employees that will actually be working during the timeframe specified.
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Talent Matching in Large Companies
For larger organizations, it is easy to use HRIS for talent matching. There are many employees and many projects, so it is highly likely that there will be at least a few employees that are capable and interested in doing any given project.
Talent Matching in Small Companies
When HRIS is used for talent matching in small companies, it may be helpful for managers to consider employees’ potential skills as well as skills that have been verified or validated with training. Matching talent in this way can help companies to kill two birds with one stone- increasing employee knowledge with on-the-job training while getting the project completed.
Using HRIS to Develop Internal Talent
Since all employee information is already in the HRIS, including evaluations and performance reviews, it makes sense to use the HRIS to develop and utilize talent that already exists in the workplace. This can be done by using employee information that is stored in the HRIS to determine which employees are most ready to move to the next level. After employees have been identified, it is possible to gear assignments and training toward helping those employees work towards that next level.
Using HRIS to Recruit External Talent
HRIS is used by many organizations to recruit external talent. The beauty of using an HRIS for recruitment is that not only can requirements be used to sift through employees and figure out the area where the employee will fit best; the employee’s interests and goals can also be taken into consideration. This can help employers figure out the best way to maximize the employee’s talents and abilities right out of the gate.
Switch from “Push” to “Pull”
Using HRIS for talent matching can help to modify the whole company culture from a “push” standard, where the work is brought to the talent to a “pull” standard, where the talent is attracted to the work. This cultural shift can help to boost employee morale and make for a less stressful and more productive company culture. Going from a “push” to a “pull” culture can make training, project completion, and many other aspects of work easier and more efficient on a daily basis.
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