HR SYSTEMS IN CONTEXT

HR SYSTEMS IN CONTEXT

Why invest in HRIS?
We used to expect less of our HR systems. Records in, records stored, records out. The business case promised administrative time-savings, “compliance” and readier people information available to the business. We hoped for a step away from mundane processing in HR and an opportunity to return to core, people business.

 

Large or small, HR systems, otherwise referred to as HRIS or (decreasingly) HRMS, now offer more. Return-on-investment should examine the organisational aspiration for a higher value interventions in people matters, based on devolved talent tools, information-sharing between integrated systems and analytical and predictive reporting models. All this on the office desktop for sure, but also portable and in real time on the device of your choice.

 

Look to an HR System Implementation for a better life in HR, payroll, people management, employee self-service, time and attendance, flexible benefits, E-recruitment and talent solutions, learning management systems and reporting on people metrics.

 

So we expect more from HRIS and still not yet enough to keep pace with the market. Software providers offer ideas better, faster, different all the time.

 

The HR Systems market explained
Organisational size still matters. Standing back from the UK market in HRIS, we think that new options suggest it matters less than it used to, but HR systems choices remain distinctly tiered.

 

The smaller business can look to an extensive range of low-cost options for modules that provide a specific service (an e-recruitment or e-learning package for example), or simple HR database solutions which, whilst limited in configurability, offer safe and secure, cloud-based technology and a great user experience. See what your Finance system has to offer to take easy advantage of integrated payroll and budgeting results.

 

At the opposite end of the scale, large and global business affords access to an HR systems market dominated by people technology giants such as SAP, Oracle, ADP and Workday. Beyond the people-focused systems, options extend into full Enterprise Resource Planning solutions (ERP) which tend to cover finance, production and procurement, sales chains, customer relationship and asset management. Major systems, heavily customised and hosted onsite, had previously meant that systems survived within organisations longer than their optimum lifespan, but at all tiers in the market this now changes.

 

At Phase 3 Consulting, we focus our expertise at the mid-tier (“tier 2”) and the system selection in a tight market of HRIS solutions for the mid-sized business – public, private and voluntary sector organisations with typically between 500 and 20,000 UK-based employees. Short-lists of vendors for system selection in this space are easy to arrive at. Making a choice from that short-list is distinctly harder. Engaging vendor companies include Midland HR (iTrent), NGA HR (ResourceLink), CoreHR, Frontier and Cascade HR with integrated options for HR.

 

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