At this season’s iTrent user groups for Phase 3 clients working with that system, we explored making the case for the HR system administrative function – be that in or out-of-house. Click here to read our user group mini guide (note: readership outside of those working with MHR will nonetheless find applicability to the support for other HRIS products, albeit with some editing suggested).
The case for the HR systems administrator
In steering a group where professions, perspectives and technical prowess differ, I conclude that there is a significant difficulty around terminology. Systems administration means to one something very different than to another – and I think it is, therefore, useful to provide a sum. In simple terms, please take care within the organisation of four types of function to “administer” the HRIS service in place. One or more of these are so often overlooked.
- The role of the vendor to manage and maintain the product.
- The role of the super-user to support end users and maintain their interactions with the system and translate HR change within the HRIS.
- The role of analyst and business intelligence expert.
- The role of pure application support (with bespoke user acceptance testing the best example).
I and colleagues are accustomed to recommending various models to achieve this and I think that recommendation is contextual. But do notice that the curious case for systems administration does need to be a complete one.
How to get help with HR systems administration
For help with any System Administration function please call Phase 3 – the HR technology consultants: 0800 321 3032 or email us: email@example.com
Also, click here to read more.
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