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4_Resources_Available_to_HR_Leaders_for_Implementing_an_HRISAdopting new HR technology, such as a human resource information system (HRIS), for your business is a smart move. These technological tools are designed to help you tap into a wellspring of benefits. You can realize everything from better employee engagement to more streamlined payroll and benefits administration.

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Deciding to implement an HRIS is just one step of the journey. You’ll also need to research your options, negotiate an agreement with a provider, and then actually roll out the program and train your staff to use it.

This process takes both time and money. Both factors can discourage HR leaders from adopting an HRIS for their businesses. Other factors, such as a lack of technical know-how, can also impact the process.

If you’re in the middle of implementing an HRIS or you’re planning to roll one out for your business in the near future, look into some of these resources. They can make the process much less daunting.


1. Technology and Innovation Funding

One of the barriers for most businesses hoping to adopt new HR technologies, such as an HRIS, is the cost. While many low-cost alternatives are available, the best programs usually have a price tag. The upfront fees or ongoing costs may deter you.

Since the implementation process can be long, it can also end up costing you more than you anticipate. Research government programs designed to support businesses looking to modernize and adopt new technologies.

An example might be the Business Development Bank of Canada, which provides loans for every stage of a business’s development. The BDC has an investment in technology initiative, which is designed to support businesses upgrading their information and communications technology.

Other government programs are aimed at global and international partnerships, or at businesses involved in specific industries.


2. Training and Support

The next hurdle for most HR leaders hoping to implement a new HRIS or another form of HR technology is training. Employees must be supported during the adoption process of new tools. They must also be educated on why this new tool is useful for them and why the business is adopting it.

The best place to find training support is often from your provider. You may work with them to design a custom training program for your employees. They may also provide support for the program once it’s been implemented. Keep in mind it can take people quite some time to thoroughly learn a new program.


3. Conferences and Webinars

If you’re in the early stages of HRIS implementation, you may find it beneficial to attend a conference or symposium on the adoption of new HR technology. You may learn about new trends. You’ll also likely learn about best practices for implementation.

If there are no upcoming conferences or you won’t be able to make it to the nearest one, search for online webinars related to the subject. There are many HR practitioners like you out there who are just as eager to learn. Even if the webinar is over, you may be able to find a video or transcription of it.


4. Create an Implementation Plan

An implementation plan is a resource you can create yourself. If you’ve never created one before, you can always ask for assistance and guidance from the experts. If you’re already negotiating with a provider, ask them to help you design the plan.

An implementation plan provides the roadmap for the entire implementation process. Since the process can become long and convoluted, it’s a good idea to have a plan. It allows you to strategize more effectively.

There are many other resources available for HR leaders hoping to implement a new HRIS for their businesses. These ones will get you started on your journey.


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James Lang

James Lang

Motivated by challenges, change, and a supportive team environment, James has become a highly adaptable team player who is experienced in troubleshooting client services, training design and facilitation, and workforce management. As a result-oriented individual, he has gained a great reputation for consistently meeting targets, delivering quality work, and completing time-sensitive projects. Starting his career as a Volunteer Recruitment Coordinator with the Toronto Pan/Parapan Am Games Organizing committee, he co-developed a successful project aimed at increasing volunteer retention. Now joining the JungoHR implementation team, he will focus on streamlining client onboarding ensuring client satisfaction. With James’s professional background in Human Resource Management, blended with his passion for technology, he aims to further develop his technical experience in HRIS and ATS systems. He believes that perseverance and a positive attitude have made him who he is, and he will carry these core qualities throughout his future career and experiences.