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Many business leaders have realized just how important technology is to their companies in recent months. Maintaining, building, and promoting company culture has been one of the major concerns as people transitioned to remote work and home offices. Many have turned to technological solutions.

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One of the solutions you may not have considered is the human resources information system, or HRIS. How can an HRIS drive your company culture? You might be surprised by the answers.

It All Starts with Onboarding

You may not have been hiring many people lately, but as people return to work and economies reopen, chances are you’ll be thinking about hiring soon. You might need to bring a few new team members on to replace people who have left for other opportunities, or you may require extra help as demand increases.

Onboarding can be tricky, even when it’s done in person. If you’re trying to manage the process remotely, you’ll need some extra assistance. An HRIS could help you onboard employees the right way, no matter where you’re working from.

The system can include access to all the procedure and policy documents employees must read and sign off on. This also offers employees ongoing access to this information, so they can stay up to date and answer questions right away.

Onboarding activities can also be managed more easily with an HRIS.

How does this help company culture? It means everyone gets access to the same high-quality process. When everyone starts off with the same resources, you’ll have a much better foundation to work from.

Manage Leaves and Schedules More Effectively

An HRIS can include access to tools that assist you in keeping track of your team members. Some options include time tracking, which can help you budget time on projects. It may also be useful with your payroll efforts or with scheduling.

It could also be useful for managing leaves and vacations, as well as other time off. With the right tools, you can implement policies more effectively. When everyone knows how to book vacation, as well as how hours will be divvied up and shifts assigned, you’ll be able to create a more supportive culture.

Benefits, Tools, and More

The HRIS offers you more ways to manage benefits and provide your team members with more as well. With the one in play, it becomes easier to monitor benefits usage and see what’s working and what’s not. You can also use the HRIS to communicate about benefits, which makes it easier to keep employees up to date and encourage them to use the coverage they have.

Tools can also be managed and provided, as well as policies about their use. You might provide portals to certain apps employees could use to manage their mental health or monitor their screen time. You could also offer tools that help them learn new skills or improve communication.

The HRIS can help you organize the information you need about these subscriptions, use policies, and more.

With all these options in hand, your team is likely to make more use of their benefits and to be more aware of everything your company offers them as part of their total compensation package. That might help them feel more supported in their role at work.

Driving Company Culture Forward

How does all this help you drive company culture? It helps you communicate your values clearly to your team members. Your policies and procedures are all easy to access, so employees have the information they need in the palm of their hand. It also gives them more control and access to their benefits and more, which makes it easier to see company culture in action.

Ready to see what an HRIS can do for you? Get in touch with the experts and discover how it can help your business build company culture.



Michael Noronha

Michael Noronha is a client success associate with the JungoHR team. With three years of experience in human resources and four years of experience in customer service, Michael has an array of expertise in various areas of the HR field. His industry knowledge spans from retail, beverage and food, air cargo, IT consulting, benefits insurance, and financial services. A certified human resources professional with a Human Resources Management Certificate from Sheridan College, and an Hons. BA from the University of Toronto, Michael's aim is always "continuous improvement." He strives to enhance the human aspect of human resources through all stakeholder interactions. Michael also has a love for sports and is an avid food blogger in his spare time.

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