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6 Time-Saving HR Tools Your HRIS Must Have

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6_Time_Saving_HR_Tools_Your_HRIS_Must_HaveYou’ve decided to go ahead and take the plunge. You’re going to adopt an HRIS for your business. You’ve heard all about the advantages these HR solutions can offer to your business, and you want to get on board.

Which HRIS should you adopt? There are many options available. Some are affordably priced, while others are a little bit more expensive. Some come with many integrated functions, while others provide you with the bare necessities. Some are customized, while others are configurable. You have plenty of choices.

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Obviously, you need to narrow the field a little. One way to do this is to consider what you really need in the HRIS you adopt for your business. Make sure the one you pick has these time-saving HR tools, and you’ll be well on your way to finding the right one.

1. Auditable Personnel Information

Any HRIS you adopt for your business should give you free rein with your personnel information. You want this information to be easily accessible and easy to adjust if you need to do so quickly. A system that allows you to adjust employment statuses, compensation, and work assignments as needed is going to be more helpful than one with a cumbersome process.

Some systems even include automated employment and work events to allow you the access you need. Better yet, the information is consolidated in comprehensive employee profiles to power better personnel decisions. Tracking wages and salaries, job descriptions, and more should be easier than ever.

2. Employee Onboarding

There’s no denying hiring and onboarding activities can be time-consuming for your HR staff. Your HRIS should provide them with the tools they need to speed up the process and free up their time. Look for an HRIS that provides automated workflows as one of its tools for onboarding.

Automation will speed up the process and help your HR staff get back to other tasks sooner. At the same time, your new employees will be able to start working faster than ever before. They may even have a better onboarding experience, which is crucial to retention.

3. Leave Management Tools

What other HR tools should your HRIS come with? Leave management is an important one. Whether it’s managing an extended sick leave or scheduling annual vacations, leave management is an important part of your HR operations.

The right HRIS provides an online request and approval workflow to smooth the process. Real-time leave calendars show you who’s on leave, when, and for how long. Automated leave tracking and accruals show you who has earned what time off and who has used their accrued time.

4. Benefits Administration

Your HRIS should provide you with any number of HR tools, and all of them are designed to save you time. Benefits administration is another time-consuming task your HR staff looks after for you. Give them a hand by selecting an HRIS with built-in benefits administration tools.

These tools will help you manage the plan itself, in addition to helping monitor legislative compliance and life events. Online enrolment should be another feature, since it reduces the amount of paperwork your HR staff needs to fill in and submit.

5. Carrier Connectivity

Can you think of another time-saving HR tool? Your HR staff likely can. What if they could automate the transfer of data between your business and your carriers? With the right HRIS, they can. True carrier connectivity allows data to be transferred quickly and easily—no manual input required.

6. Compliance Monitoring

Legislative compliance is important for your business, but monitoring it can be costly and time-consuming. Ease the burden on your HR staff by selecting an HRIS with these tools built right in. Monitoring compliance is easier when it’s automated.

If you make sure the HRIS you choose has all of these features, you’ll be well on your way to more efficient and streamlined HR.

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David Mitchell

David Mitchell

David is the president of Wellknit Services. With almost 40 years of experience working in employee benefits, he has seen and initiated many changes in the industry. David has worked as a consultant with two of Canada’s national consulting firms, completing assignments in group benefits, pension, employee communications, and compensation work in pay equity. He was an intrapreneur with Canada’s first pharmacy benefits manager company and has been an entrepreneur for the past 12 years, starting and growing one of Canada’s first defined contribution third-party administrators (TPA) organizations. Outside of work, David enjoys hiking and doing triathlons (even if he finishes last). His belief that behavioural economics will become part of the benefits and compensation lexicon keeps him motivated each day.

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