Reporting and Analytics in an HRIS

HUMAN RESOURCES INFORMATION SYSTEMS (HRIS)

Reporting and Analytics in an HRIS

Reporting and Analytics in an HRIS, one thing with HRIS systems is that they are designed to carry out transactions. The database of your system stores your company transactions. An example of a transaction is when you are onboarding a new employee.

When you hire a new worker, you record their information in the database. Your system then considers him or her an active employee. On the other hand, when a worker leaves the company, the system also records him terminated. That is also a transaction.

Since these systems are made for transacting, they tend to be poor at reporting and analyzing. They are just not designed for either reporting or analyzing. Also, some built-in capabilities like Learning Management System, payroll, and Applicant Tracking are not available in all systems.

To access some of these features, you have to integrate your system with other external systems.  By integrating two systems, you make reporting even harder as the data is available in more than one system. To analyze and report data, a new feature must be added on top of all systems.

           For reasons of topping a system with another feature, it makes reporting and analyzing limited in HR systems. An added feature for analytics costs more for a system. But analytics is also helpful. You get to know how to improve your workers to achieve greatly in minimizing expenses, generating revenue, and implementing strategic plans. Data on consumer behavior can help you maximize sales. Also, up-to-date data on employees can assist you to improve their experience, which in turn maximizes productivity.

           As a manager, you need to know why it is crucial to track the measure of your employee performance and experience. You use Key Performance Indicators to influence how you measure your worker’s performance. The data you collect is connected to the performance recorded in your company. How?

For example, you might be interested in how many employees have left your company by choice. But think of it this way, why did they leave your company? Were they similar positions? How long did they stay in your organization and the level of their skill? Finally, how much did it cost you to replace him or her? And how did that process affect your profits?

           System analytics help you measure things like revenue per employee. You obtain revenue per employee by dividing the total revenue by the number of workers in your organization. You also get a report on the rate at which you are hiring and if it is beneficial.

Things like training expenses will be obtained by dividing the total training budget by the number of people who received the training. You will automatically determine if the training was helpful or not. If the turnover rate is high, which you calculate by dividing your total number of employees by those that resigned. You might want to look back to your hiring strategy and employee experience then do improvements where necessary to reduce the rate of turnover.

           You measure the time you need to take between advising for an open position and hiring. It guides you on using a strategy that is suitable for your timeline to get the best talent. Issues to do with employee absenteeism will be calculated easily.

It enables you to act on them quickly and get a solution for the smooth running of your organization. In the reports, you also get insights on the skill your company may be missing, factors that may lead to an employee resigning and a plan for the future of the company.

HRIS Specialist and HRIS Analyst

           Operating the HRIS system, you need two main experts; an HRIS specialist and an HRIS analyst. A Specialist assists your organization in installing, using, and maintaining the system. For the analyst, he or she is responsible for providing support for your system.

Support includes if you want to integrate your system to another one like for payroll, and knowing the causes of problems in your system and solving them. An analyst also gives you HR reports, comes up with innovations that are friendly to improve the experience of users, and directs on the new policies on the system. However, there always should be active trainees on using the system.

HRIS Certification

           Digital Programs that teach you lessons on using and maintaining an HRIS system are available in colleges and even online. The course helps you get a better and solid understanding of the system. To learn about the systems, you are strongly advised to also learn IT and Human Resource Management. You use IT to understand the details of the system while HRM assists you in knowing the processes that the system supports. Knowing both is useful in making decisions in using and operating the system.

HRIS Implementation in 6 Steps

By following the steps below, you can find out, choose and install the best HRIS for your company:

Step 1: Research

Start by asking your associates the things they need from the HRIS. Based on their suggestions, you can check what different systems offer and create a list of your potential providers. You proceed to then invite the providers and discuss proposals. Before you are done sampling your list, you will have found a suitable HRIS for your organization.

Step 2: Get a Team

In this step, you choose a team that will assist you in using the system. Your team should consist of senior agents from the providers of your HRIS, your HR Director, project managers, and probably if you wish a senior client but it’s optional. Your team’s duty will be to steer everyday tasks that come from using the HRIS.

Step 3: Design and Assign

This is the point where you group your users in the system, and design the display of your workflows and processes. You should know the infrastructure and security requirements your system needs to function fully. In this stage, it is also where you need to do integrations with external systems for specific functions. 

Step 4: Test and Improve

Here, it’s all about testing your system. Create a test for your new HRIS among your team members. Allow them to give you feedback on their experience. Also, let them give suggestions on the improvements they would like done on the system before launching its use. Then you should allow your workers to accept a joining user test and give the final suggestions on the system.

Step 5: Train Workers

Before you officially begin using the HRIS, you need to support your team in learning to use the system. You support them by launching training programs for your IT team, developing a strategy for your employees to communicate, and responding to frequently asked questions by your team members.

Step 6: Launch and Retain

This is the last step. After making sure your HRIS supports all your operations, you officially deploy your system. However, you need to retain the system in your company. Since systems keep developing, ensure your training materials are always up to date. Another thing, you should regularly collect views from your workers on their experience with the system. Communication between you and your employees should be constant and yield accurate data.     

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