Why HRIS Is Not Enough in Your HR Planning Today

HRIS is not enough in your HR planning in the new era because it primarily manages transactional HR data, while modern workplaces need tools that also measure and improve employee engagement and experience.

Technology is key to the workplaces and workforces of the future, and staying on top of digital transformation trends is essential. Technology can improve the employee experience and increase productivity. So, while HR teams can invest in HR software to enhance their function, a human resources information system (HRIS) alone may not be enough to manage and measure the employee experience that drives business success.

HRIS in the beginning

Decades ago, HRIS technology was introduced as basic tools to support core HR processes. Early systems were often limited to HR and IT, without access for line managers or employees. Still, they offered an efficient way to manage transactional tasks like payroll and employee records.

How human resources information systems have evolved

Over time, HRIS evolved, especially as internet-based delivery expanded access. Managers gained the ability to amend data such as annual leave, and increased functionality allowed HR departments to create reports and improve service to the business.

In the last decade, HRIS has improved significantly, now offering valuable functions across the employee lifecycle, including process reviews, employee self-service, online learning and development, and performance management tools. HR can access data in one place and quickly produce information for management, shifting from a reactive back-office role toward a strategic, employee-focused one.

What does it mean for HR?

Even advanced HRIS technology won't replace your HR team, but the right system frees HR professionals for more strategic work. Consolidating information in one system saves time, as employees won't need to log into multiple platforms.

Employee self-service also frees up HR time and aligns processes, while reducing paper use. In remote work environments, HR doesn't need physical access to files since the system stores all employee information.

For recruitment, HRIS helps by storing and reviewing applications, sending consistent candidate communications, tracking applications, and producing diversity and inclusion data.

How does HRIS benefit the company?

By automating processes, HRIS frees up time and allows remote access for employees, managers, and HR. Reporting options ensure consistent, accessible data with fewer errors, since information isn't repeatedly transferred between spreadsheets. This also supports compliance, lowering the risk of breaches and penalties.

Additionally, this digital transformation makes systems greener, reducing reliance on paper and lowering the risk of security breaches or physical damage compared to paper-based files.

What does HRIS mean for employees?

HRIS gives employees more ownership and transparency over their data. Many systems let them manage benefits, book annual leave, and more, often via mobile apps, whenever it suits them. When systems work well, they can improve the digital employee experience and, ultimately, the overall employee experience.

HRIS can also support employee engagement by helping them manage learning and development, contributing to a better experience and stronger company-wide engagement.

How to select the best system

Consider your company size and specific needs. What works elsewhere may not suit you. Ideally, invest in one system covering the employee lifecycle, including onboarding and performance management, to streamline operations. Request a demo to confirm it's user-friendly, accessible anywhere, and meets your objectives.

Also evaluate the provider's customer support, additional features, and whether the system is cloud-based for extra security. Check customization options for templates and other company-specific needs.

Does HRIS technology cover the entire employee lifecycle?

This is where research matters. Providers vary in what they offer. Most systems cover hiring, onboarding, payroll, absence, and digital employee files, but not all include engagement features.

What you choose to measure in employee engagement will influence the technology you need. Ideally, you don't want extra systems for engagement measurement after investing in HRIS to streamline people processes.

Consider a digital employee experience add-on that complements your HRIS, so all engagement information and surveys, feedback, and more live in one app.

How important is employee feedback via technology?

It's critical. Research shows employee feedback systems are essential, and without them, serious issues can occur. One company's 'State of Workplace Harassment' report found that 44% of employees reported facing harassment at work. If such feedback doesn't reach the business, or the company isn't proactive in gathering it, employees may go public, causing damage on multiple fronts.

In the new era of work, you need 360 degree feedback systems that work, are easy to use, and encourage adoption. If your HRIS can't deliver this, consider which employee experience software can.

As the post-pandemic era unfolds, focus on your HR tools, including your HRIS. It's unlikely one system will fit all your people needs, but the right one frees your HR team to be more strategic, work smarter, and improve data accuracy. Weigh both current and future objectives when choosing a system, and don't neglect employee engagement, it's essential for future business success.

Sorwe offers all the solutions your company needs to focus on the employee experience. You can contact us to benefit from Sorwe solutions and discuss what's right for your business.

Frequently Asked Questions

Why is HRIS not enough in your HR planning in the new era?

HRIS manages core HR processes like payroll and records, but it rarely measures employee engagement, feedback, or experience, which are essential for business success today.

What does HRIS do well?

HRIS automates transactional tasks such as onboarding, payroll, leave management, and employee self-service, saving HR teams time and reducing errors.

What is missing from most HRIS platforms?

Most HRIS platforms lack robust tools for measuring employee engagement, gathering continuous feedback, and tracking the overall employee experience.

How can companies fill the gap left by HRIS?

Companies can add a digital employee experience platform alongside their HRIS to combine engagement surveys, feedback, and performance tools in one place.

How important is employee feedback technology?

It is critical. Without effective feedback systems, issues like workplace harassment can go unreported, damaging both employees and the company's reputation.