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5_Reasons_a_Configurable_HRIS_Is_Your_Best_OptionYou’ve seen the future. You need to invest in a human resource information system. If you’ve been hesitating or holding out, now’s the time to take steps to get one of these systems in your HR department. You’ve read all about the advantages. Now you’re ready to research which system is best for your business. As you review the different vendors out there, you may begin feeling overwhelmed by terminology and options.

Download "The 10-Point Checklist for Automating HR Processes"

One of the first things you should do is decide whether you want a configurable HRIS or a customized system. If you’re not sure, consider the following reasons why the configurable option is probably your better bet.


1. It’s More Affordable

Customized software sounds like a great idea at first glance. Something designed and made just for you?

The price tag might convince you otherwise. Customized software, even if it isn’t built entirely from scratch, can cost more.

Consider the configurable HRIS. Instead of building everything from the ground up, you can input some details and configure the program to run in the way you want it to, offering you the services you need for your business.

This can be done quickly and easily. As a result, the price tag is usually lower. If budget concerns have been holding you back from adopting a human resource information system, the configurable option is a great choice.


2. It Can Be Implemented More Quickly

Another drawback of customized software is it takes time to design and build. The design process can be particularly labour intensive. There will be back and forth as you and the vendor make adjustments to the functionality and user interfaces. Finally, after some testing, you’ll be ready to roll out the software.

All in all, this process can take months or even years. Now, contrast that with the configurable system. You can have it up and running in a couple of days, at most. Most programs are designed to maximize user-friendliness, which includes a quick implementation process. If you want to get your system up and running ASAP, check out a configurable option.


3. Great Support

Getting your employees comfortable using the new HRIS and keeping them using it are major challenges. Employees may try to avoid using the program. If they can’t figure out how to perform a task, they may switch back to using older methods.

You need to provide great training from the start. Using a configurable HRIS can help here too. Since the program is configurable, not customized, the vendor’s team of specialists have deep knowledge of the system’s functioning. It’s effectually tried and true, even when you begin configuring it.

Compare this to a customized piece of software. Your program is now unique. Unless you make up the training documents yourself and have a resident expert on staff, you may have to fall back on the vendor’s team for support. They may not be able to provide top-notch support due to the uniqueness of your program.


4. Updates

Over time, your software may become more vulnerable or incompatible with other programs and tools you’re using. Eventually, it becomes so outdated it’s unusable. Customized software systems are particularly bad for this since updating usually means contracting someone to update your particular version of the program.

Configurable HRIS solutions don’t have the same issue. If you’re working with a cloud-based system, updates will be provided by your vendor and applied automatically. The end result? You get more life out of your investment.


5. Scalability

Suppose you need to add a new HR task or process to your HRIS. With a configurable option, doing so is easy. It’s a little more difficult with a customized option.

A configurable HRIS provides your business with so many advantages, it’s almost certainly the right choice. If you’ve been searching for the right HRIS, be sure to check out configurable options.


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Lisa Curic

Lisa Curic

Lisa brings almost 30 years of experience to her role as the executive vice president at GroupQuest Benefits Resources Inc. She has worked for several different insurance businesses and co-founded a group benefits MGA in 2006. Lisa’s dedication and hard work has played a significant role in growing GroupQuest from two to over 40 employees in less than 10 years, and in making it one of the largest group benefit MGAs in Canada. Outside of her busy work schedule, Lisa enjoys reading, travelling, working out, cooking, and spending time with her husband and two children.

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