Gain visibility on your HR needs
Various HRIS - Human Resources Information System - solutions exist. As well as their functionality, it's their approach that's important. Is the tool interactive? Does it meet the specific needs of your organisation and the expectations of your employees? Read all our articles on the challenges and uses of HRIS
Making bottom-up management a reality with HRIS
A portal for managers and employees
An HRIS is software used by Human Resources (HR) to manage staff. Some provide a collaborative interface to which HR and employees have access. The aim is for everyone to be able to consult and edit their own files, information, etc.
Encouraging two-way exchanges
Although collaborative from a functional point of view, it may not be immediately user-friendly. HR portals are often a one-way street. The administrative department uses them to communicate with employees, but the reverse workflow is either non-existent, laborious or poorly exploited.
Involvement at all levels
Various HRM (Human Resources Management) initiatives are expected of managers. Starting with professional interviews, to be organised every two years, and for monitoring the career development of each individual more generally. If managers have to use laborious tools to meet their obligations, the follow-up may well be done, but the impact will not be positive.
How do you collect and respond to expectations?
The important thing is that managers and employees find in the HR tool a response adapted to their problems. How can this be done?
Understand the specifics
Depending on your internal processes, your business and the corporate culture present in your organisation, habits and customs will differ. The important thing is not to try and standardise them, but to understand them so that you can then identify the right tool for the job.
Ask questions to get buy-in
To understand, you need to ask questions. Ask each of the tool's users: how do they use it? what aspects do they find useful? what possibilities do they lack? what issues do they have to worry about?
Develop meaningful indicators
With HRIS software such as ServicesRHOnline, surveys are a standard feature. The mobile version of the application can also be used to send performance surveys to employees. This provides the HR department with concrete indicators to gauge satisfaction with the tool. Expectations and needs that are not covered open up avenues for improvement. The aim is to encourage the use of the software on a daily basis and across the organisation.
Injecting collaboration into HR management
Offering support
Used properly, the HRIS tool represents real added value. Managers can use it to draw up templates for their annual and/or professional interviews. ServicesRHOnline also offers sample protocols.
A toolbox for managers
Keeping a record of the past makes it easier to follow up from one interview to the next: the manager in charge of the interview has access to the minutes of previous interviews. This gives them a quick overview of the context and enables them to get to the heart of the matter more quickly.
A space for employees to express themselves
In the same way, the shared interface provides employees with both the history and various areas for expression. The company can invite them to express their wishes in terms of training, or make available preparatory documents for a career development interview, for example.
For better HR management
Better management of your GPEC
This twofold contribution of the tool is a powerful lever for your GPEC - Gestion Prévisionnelle de l'Emploi et des Compétences (forward-looking employment and skills management). The challenge is to listen to the professional development of the people who make up the company: its human capital, while matching it to the company's changing needs.
Making monitoring more concrete
Managers often have the feeling that they're spending time on reports that won't be of any use in the future. In this case, as the HRIS encourages dynamic and interactive management, the information entered plays an active role in talent management. On ServicesRHOnline, the dashboards update a map offering a detailed visual representation of internal developments. This is an excellent way of anticipating retirements, recruitment, turnover, etc.
Facilitating operations
HR management is not limited to career management. It also covers the more operational aspects of day-to-day business: payslips, holiday management, absences, expense claims with supporting documents and mileage allowance calculations, etc. The HRIS, combined with an appropriate EDM ( Electronic Document Management ) system, enables the associated workflow to be orchestrated smoothly and collaboratively, and archived as and when required.
While the functionalities of your HR solution are important, it is its adoption that remains the key. It's all about getting your staff involved in spreading good practice. The richer the interaction, the better your visibility of the company's HR needs, so you can manage them optimally.
Article translated from French