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4-Things-to-Consider-When-Setting-up-an-HRIS---compressorYou’ve decided to implement a human resource information system. Senior management has agreed, and the costs have been built into your budget for the year. Now all you need to do is select the right solution for your company.

There are some factors you’ll need to consider when it comes to setting up your new solution. Thinking about these four things as you determine what the right solution is for your company will help you ease the implementation process.

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1. Security

Security is on the minds of many Canadians, including business owners and HR managers, today. You collect some important and sensitive information from your employees, including things their SINs. What would happen if someone were able to breach your system and steal that information? 

Information breaches are widespread, even among big companies that can afford to invest in security for their systems. As people become more aware of the dangers, they’re demanding more security. 

Many business owners and HR managers are also well aware of the need and desire to keep their employees’ information safe. Think about security features in your HRIS and how they’ll function. Will they interfere with your day-to-day operations? How can they be made less intrusive but still offer best-in-class security?

2. Timelines

How soon do you want your HRIS to be functional? How long do you expect training to take, and how soon do you expect employees to be fully fluent in the new system? Keep in mind the more condensed your timeline, the steeper the learning curve for your employees. 

You may be excited to get the HRIS implemented and make the switch. You’ve been reading about all the benefits of using this powerful software in your business, and you want to begin taking advantage of all these positives as soon as possible. 

Your people will still need time to learn and adjust to the new system. If you don’t give them the time they need, they may not learn how to use the system as effectively and efficiently as possible, which could mean you don’t see all the benefits you were promised. By giving your employees more time to learn and master the new system, you’ll be rewarded with the full extent of the benefits. Patience is key.

3. Your Requirements

What do you need your new HRIS to do? Every business is unique, so your needs aren’t going to be the same as those of another business.

Be sure to sit down and clearly define the requirements for your system. By establishing a clear picture of what you need the system to do, including the information it needs to collect and the processes it needs to facilitate, you’ll be able to find a better solution for your company.

If, for example, you need your system to help with onboarding activities, you’ll need to pick a system with built-in support for these activities. If you want to monitor particular kinds of data using the system, be sure to find out if this function is supported and request it during set-up.

4. Your Expectations

What do you think the system is going to do for you? Many business owners and HR managers get swept off their feet by sales pitches and marketers who promise too much.

Assess your expectations for the system. Make sure they’re realistic. An HRIS can be a powerful tool, but tools are only as good as the people using them. If you want your expectations to be fully met, be sure to provide training and resources for your staff. Outline your expectations for the system.

When you’re clear about your needs and expectations for what an HRIS will do for you, you’ll have an easier time setting it up and implementing it. Following these tips will simplify both the selection and implementation process for your new system and help you get the most out of it.


Linda Woolley

Linda Woolley

Linda is the founder of Nortek Solutions Inc. She has been developing, marketing, and delivering enterprise-wide business applications for over three decades. Linda has strong insight into the HR technology market and current trends and is highly proficient in the technologies underlying today’s web applications. As founder and leader of High Line Data Systems Inc.—which later became High Line Corporation— she built a comprehensive HR, payroll, and financial product line that was successfully marketed across North America. Linda founded Nortek Solutions Inc. in 2000; under her leadership, Nortek has provided high quality consulting and development services to numerous organizations across North America, specializing in HR, payroll and financial systems. With the introduction of Nortek’s cloud-based people management solutions, Linda has positioned Nortek to become a leading vendor in the HR technology market. Linda loves all forms of art, dancing, theatre, listening to music while working, the office dog, and her own pets.

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