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HRIS

Common Misconceptions About the Modern HRIS

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The Human Resources Information System, more commonly called an HRIS, is drastically changing the HR landscape. Improved technology is helping HR professionals streamline tedious, ongoing tasks and limit (and in some cases, eliminate) paperwork.

Yet, companies continue to hesitate when it comes to adopting an HRIS. Even in 2019, many HRIS misconceptions remain. In this post we’ll break down six of the biggest HRIS misconceptions HR professionals and businesses hold.

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An HRIS Will Make HR Redundant

Probably the best-known myth around the HRIS is the idea that technology and automation will make HR positions redundant. This couldn’t be further from the truth!

The fact is, the modern HRIS, with its ability to take on menial and time-consuming tasks through automation, provides HR professionals with more time to focus on the human aspect of Human Resources.

HRIS technology limits errors with data entry, eliminates paperwork, and makes it easy to keep employee information organized and accessible. In turn, HR professionals have more time to focus on employee objectives such as improved engagement, productivity, training and professional development.

Using an HRIS Requires Advanced Tech Skills

Maybe it’s something in the name, Human Resources Information System—it does sound technical. It’s understandable then that some people may be intimidated at the idea of using such “high-end” tech. We tend to assume using an information system requires users be incredibly tech savvy. But that’s simply not true.

An HRIS is designed to be user-friendly. Employees of all tech levels can easily use one. In fact, a great HRIS platform will include training and easy-to-contact expert support.

An HRIS Puts Employee and Business Data at Risk

No way. HRIS’ are designed to house sensitive data. They are built for security. Any HRIS worth its merit will host data on private and secure servers. Data should always be stored using an encrypted format and will include specific access rules that regulate who can and cannot access the various kinds of employee data housed within it. HRIS’ also make it easy to export important data securely in proper formats.

When choosing an HRIS its important businesses understand how their data will be imported into the system, and the privacy settings the HRIS technology offers.

It’s also vital you know where your data is being stored. Many HRIS’ house data outside of Canada, which can be of concern when you consider that data breaches can happen, such as Capital One’s recent breach that affected around 1 million Canadians.

Ideally, for Canadian companies it’s best your employee data stays in Canada—when considering HRIS options, those that house data in Canada should be at the top of your list.

Your Business is Stuck with One Insurance Carrier

Not so, assuming you pick an HRIS provider with superior carrier connectivity. The more carrier connectivity an HRIS provider offers, the easier it is for a company to switch insurance providers, or use multiple providers—for instance, in the case of mergers and acquisitions.  

Carrier connectivity enables a business to connect the data housed in its HRIS with a new insurance carrier with a few simple clicks. Carrier connectivity eliminates the lengthy re-enrollment process required when switching insurance carriers. It also abolishes a lot of paperwork.

It’s Too Expensive

Integrating new technology into a business can seem like an overwhelming task, costly and time-consuming. The problem with thinking this way is that businesses are looking at an HRIS as an expense rather than a solution.

An HRIS is an investment, one that eliminates a lot of administrative tasks—saving HR time. An HRIS is designed to support the HR function and help to organize and drive your overall strategy.

Having said all that, price does matter. When researching HRIS options, companies should consider the pay structure. An HRIS provider that considers costs while providing the best technology is the best choice.

Building the Ideal HR Strategy

Technology is an important part of business. As younger generations enter the workforce, they expect companies to have modern tech offerings that simplify processes and enable engagement.

Improved technology provides opportunity for HR professionals to focus less on administrative tasks and more on seamless execution of their HR strategy—including building company culture and improving productivity. HRIS misconceptions continue to stand in the way of organizations implementing a tech solution that supports their bottom line.

 

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Meghan Vallis

Meghan Vallis

Meghan Vallis is the Senior Vice-President of Consulting at Apri Insurance Services Inc. Responsible for leading the national consulting team, Meghan guides Apri’s strategic initiatives and consultants’ development activities. She is based in their Vancouver office. Meghan has over a decade of experience in the group benefits industry where she worked in a number of different areas of the business. She is passionate about helping companies succeed by leveraging technology to transform the HR experience from administrative to strategic. Meghan holds the status of secretary and board member of the BC Chapter of the ISCEBS, holds a CPE-compliant CEBS designation, and is considering the CEBS Fellow. When she’s not at work, you’ll find her skiing at Sun Peaks, trying not to fall off her bike, or living vicariously through other people’s pets.

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