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Considerations for Choosing the Right Global HRIS

By June 20, 2018March 23rd, 2023No Comments
Considerations for Choosing the Right Global HRIS

An HRIS (Human Resources Information Systems) is software or a database that combines HR and IT to offer a powerful tool for automating a number of processes for HR, management, accounting, and payroll. It helps companies effectively plan and manage HR costs without needing to dedicate too many recourses towards them, freeing up personnel to address other, more immediate needs. It is also a useful tool for processes HR professionals may want to track, and provides a wellspring from which to gather pertinent data. But, with hundreds of options for choosing an HRIS, there’s much to consider when selecting a global HRIS that best fits a business’ unique needs.



Global HRIS and HR Analytics: Why Do Organizations Need Both?

Traditionally, HRIS workflow was designed and based on hard-coded business rules, while HR analytics is rooted in statistical modeling and machine learning that can be applied to the data HR relies on to make informed decisions. HR analytics is “the systematic identification and quantification of the people drivers of business outcomes, with the purpose to make better business decisions.” When coupled, HR analytics can complement an HRIS to help HR professionals make better-informed decisions by providing clear employee data, like attendance records, sales achievements, and other points.

To get the most out of an HRIS, an organization should integrate its HR analytics with its HRIS workflows, creating a semi-automated HR. This can be achieved a number of ways. One way would be to include HR analytics with the main HRIS system. Another option is going through a third party’s integration software. In short, an HRIS and HR analytics integration should, above all else, combine all of HR’s needs into one system and reduce multiple internal platforms.

Selecting the Right Global HRIS and HR Analytics

No two organizations are the same; they have unique needs, responsibilities, and concerns. That’s why it is extremely important for organizations to spend time exploring the numerous options for an HRIS. Each business should consider cost, functionality, and its preferred vendor’s track record of delivering service, as well as post-implementation support. If a company selects a vendor that isn’t the right fit for its needs, it could set the company back financially—and in time spent searching for a new HRIS.

If a company is considering a global expansion, even to just one country, it should consider whether or not its HRIS will cover all needs in that country. If a company is considering expanding into the EU or EEA, it should be aware of and take into consideration how the General Data Protection Regulation (GDPR) will impact its efforts. Organizations should be acutely familiar with the Regulation and how to ensure compliance. Otherwise, businesses could receive significant fines due to improper storage and use of personal data.

Working in Multiple Time Zones, Cities, and Countries

Selecting an HRIS and HR analytics integration platform is especially important for companies that have employees in multiple countries. And with globalization comes the increasing number of employees who work remotely in other cities, countries, and time zones—and these cities and countries each have their own public holidays that require additional information processing.

Choosing an HRIS that allows an HR professional to associate employees with their respective regions and to set up local calendars saves both time and resources when filling in timesheets, entering paid time off, and other requests and information. Moreover, if an organization has employees in multiple countries, then its employees may be subject to different paid time off and sick leave entitlements. Without an HRIS that allows for employee-specific association, however, HR personnel could spend hours manually entering and adjusting individual employees.

The importance of selecting the right global HRIS system cannot be understated. When smartly implemented, an HRIS streamlines HR processes and offers clear data that can support HR professionals’ and employees’ needs. If you are considering a global expansion and are unsure of how selecting an HRIS will impact your efforts, reach out to Velocity Global today to learn more.