What is HRIS?
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What is HRIS?

What is HRIS? 4 steps to implementation of HRIS.

An HRIS connects hardware and software technology to allow you to manage all HR-related issues in one location. HRM covers a variety of procedures ranging from “hire to retirement.” 

These could be administrative tasks, particularly the daily routine processes involved with capturing, filing, managing, and disseminating HR information which could be inefficient when handled by hand. 

All of this, HRIS replaces manual data management with effective management and storage of documents in a safe, digital format. In today’s workplace, an HRIS can be described as a hybrid of various information systems.

The HRIS system is just one of three well-known software for HR administration. There are HRMS as well as HCM software systems. To expand your perspective, look at our previous article on the fundamental differences between the three different HR management systems and how to pick among them.


Businesses have extensively utilized different HRIS models. Examples are Operational HRIS, Tactical HRIS, and Strategic HRIS.

Operational HRIS

It helps businesses analyze their employees’ data to determine the best job for each employee according to their abilities and knowledge. Assists in the completion of specific tasks for the stakeholders.

The HRIS Tactical

Helps make decisions with managers in recruitment, employment, and arrangement exam, as well as onboarding and incentive distributions within the business.

Strategic HRIS

assists in coordinating employees in a company according to the available number of skills. It is useful for companies looking to expand and improve their business operations.


The best HR practices for working should focus on creating a symbiotic relationship that benefits both the employers and employees. 

We have many redundant systems, too many stand-alone programs, and too much customized and fragmented data for employees stored in decentralized data warehouses. But the view of HR has changed from the how-do-I manage-the-HR-department view to a very people-centric view, and that view is global – the majority of new HRIS implementations are in the cloud. 

It is said that the view of HR has changed from the how-do-I manage-the-HR-department perspective to this very people-centric view, clouded by the fact that that view is global.

System Platform: Cloud vs. On-Premise

1. Traditional Cloud Solutions

    • You pay a monthly fee, and there is no associated hardware or labor cost.
    • They can rapidly scale up in the event of a need.
    • SaaS (software as services) provides best practice guidance and template templates.
    • Depending on the system the solution is based on, this could limit the configuration and personalization. 

2. On-Premise Solutions

    • Hardware that is required to be regularly replaced and maintained.
    • Also, you must complete your system updates.
    • Since they’re self-maintained, they can be adapted to your specific needs. Them to meet specific requirements of your organization.
    • Bandwidth is managed internally by the company.


The technology we use for running our business needs to be just as efficient as the technology we utilize in our daily lives. 

The footprint of an organization can significantly impact the likelihood that a system will work well or is a good match. 

Transformation of HR using technology starts from the beginning and includes an HRIS system’s implementation process that allows continuous improvement throughout your organization. It is more than just simply checking off available boxes.

HRIS software provides practical solutions for your company; However, finding the ideal off-the-shelf software is often difficult. That’s why it’s sometimes necessary to choose a custom-designed HRIS.

Any software is implemented in two ways:

    1. First, it is possible to make it so easy that you will have none of the flaws.
    2. It is possible to create a system so complex that there will not be apparent weaknesses.

The first method is more complicated. However, HRIS software offers practical solutions for your company. 

However, it’s sometimes difficult to locate the perfect solution. It is the reason why it’s more beneficial to choose a custom-designed solution. 

To simplify the process, we’ve put together the following checklist for implementing HRIS. We’ll walk you through the entire process. Get your wheels moving!


    • Plan & Define Objective

All of it starts with questions. An HRIS could be as simple as a tiny internal employee database or as sophisticated as an integrated multimillion-dollar ERP software system, which offers economies of scale to larger businesses. 

Evaluating employees is difficult without business owners and partners as they generally have an eye.

    • Set the HRIS’s budget

The increasing costs of HRIS and the associated software have many businesses considering whether to make such large investments, develop custom solutions, or allow outside vendors to handle the work. 

Payroll or relocation services and compliance are just a few tasks that can be efficiently outsourced.

    • Examine options for HRIS

There isn’t a size fits all approach to selecting and evaluating the best talent management system, as businesses and their requirements differ in many ways. 

There are a variety of factors to take into consideration when looking at the potential HRIS system. Features and functions are just one of them. 

These considerations apply to businesses regardless of size. Large companies may have higher requirements, but smaller businesses also have requirements and are faced with more restrictions.

    • Start your Team

When choosing unknown companies to manage or develop the HRIS, you must ensure that the selected firm is the best one with the appropriate knowledge. 

While it is important to include the right individuals in the process of selection but not everyone has to be present at every meeting. 

Select a core group and an extended team to ensure that the team can take the initiative with the input of the other team. It allows everyone to have a say and to voice their opinion; however, it doesn’t slow the group down with many meetings.

    • Allocate Resources Correctly

Resource allocation allows you to select the most effective resources available for your project and ensure they are managed throughout your workday to avoid employees’ over- or under-utilization or over-utilization.


    • Scoping and Roadmap to Implementation Planning

Define and define the main goals of the new HRIS. It means deciding which components must be implemented and what would be nice to include. Consider the organization’s size, employees, and the overall range of the deliverables.

    • Test of Implementation’s Performance

Common HRIS implementation issues encountered while implementing technology are affected by the scope creep of deliverables. 

These inadequately defined requirements result in the rejection of deliverables, late delivery, or poor communication between the stakeholders, including project managers, stakeholders, and vendors. 

A well-organized project implementation team can identify issues with implementation early to ensure that the project is on the right track.

    • Features and Modules

An HRIS should also offer many functions to meet your business’s growing needs. The more HR-related functions an HRIS can provide, the better it will be for your long-term objectives. 

Consider the needs and requirements, and take note of the following points that are essential to exports of HR onboarding, performance assessment, payroll and benefits management, workforce planning, timekeeping, succession planning, and integrated or dedicated dashboards.

    • Data Integration and Transition

Most HRIS team members are employees responsible for converting historical data from existing HR databases to the brand new HRIS and integrating with the brand new HRIS to other applications that depend on HR data. 

When this group begins mapping the old data into the system to be converted, the group may discover that in combination with different currently used systems, HR data has a substantial quantity of incorrect, insufficient, or incorrect data. 

Be aware that this new HRIS was designed to accommodate the development of new, reengineered, or more efficient processes. The current employee information could not work with the new system as the new HRIS will require more accurate and reliable information about employees.

Go Live

    • Late-Night Escalations and Tests in a Snap

After the successful implementation, the company and the vendor/developer must test the system, usually in conjunction with the configuration and migration of data, to confirm the integrity of the data. For example, do the data files stored in the correct place? Are users able to access the information? 

Is the data accessible to people with the right security clearance? The members of the technical software team must examine each module to ensure it is functioning as intended. Function and HR functional team members should ensure that the module operates properly and that the data integrity is maintained.

    • Stepwise transition to Production

It’s time to make the big announcement. The data has been uploaded and working well, and the configurations are appropriate for your needs and the business.

    • Handling HR Culture Shift

It is important to take a step back and look over the workplace culture — what it is today, what you’d like to create in the future, and how HRIS could assist or eliminate the elements of your ideal workplace culture.

    • Live-Training

Training in HRMS is an essential element of the success of your implementation. Therefore, it is essential to establish various user groups.

The HRMS users whose training and instruction you have to take into consideration:

    • C-level or Executive users can access HR analytics and strategic level reporting tools.
    • Line managers will focus on record-keeping of employees’ schedules, leave administration, onboarding, and performance management monitoring.
    • Employees must be aware of how to access their information, keep them up-to-date, book time off or request it, make choices regarding benefits, etc.
    • HR staff members – conduct various numbers-crunching strategies and statistics, and more.

Make a test program that includes the following elements:

    • The scope of testing should include the HRMS features your team will be testing.
    • Exclusion (the HRMS features you will not be able to test.) The reason for this could stem from the gradual introduction of the system or any other reason.
    • describing the test approach, you have mentioned in your test strategy
    • Examining the entry and exit requirements
    • Test cases (functional and functional and non-functional) with their respective performance requirements
    • Testing schedule
    • Task assignments
    • A testing risk mitigation plan

Post-Go-Live Support

    • Long Support for Long Term

Imagine your business is expanding or mergers and acquisitions are short. In such a scenario, you’ll need an option that can quickly increase the capacity to handle additional employees, users, and bandwidth demands.

    1. The system should be easily scalable.
    2. The solution should be readily accessible from new locations.
    • Post-live training

Technical and non-technical training needs to be identified and implemented to aid people in making the transition easier using the latest HRIS and the new organizational model. 

Training must extend beyond mouse-clicking sequences that clarify how the new procedure is integrated into the organization and how it is connected to the other systems. 

The steps to be executed within the process. The employees must understand the reason behind and the steps to follow in the process.

    • Testing post-live performance

Testing HR software takes both time and money, yet it could save time and effort, as well as money, in the future. The best way to ensure enough time is dedicated to testing is to set aside time to do this from the start of the process. If other issues arise, ensure you have sufficient time to test.

    • 3rd Part Integration

Be aware of which integration terms and methods will accept. Do you have libraries with pre-delivered interfaces that can use? For example, consider the payroll software <rel=” nofollow no opener no-referrer”> system, finance system processing, Active Directory, and timers.

    • Auditing and mapping Systems Performance

Many companies also prefer to maintain the steering committee after HRIS introduction and into the life-cycle of the HRIS. 

The steering committee can be a valuable organization to oversee the continuous high-quality of HRIS operations, oversee relations with HRIS vendors, manage relationships with HRIS suppliers, and determine the path for future HRIS upgrades or enhancements.

Assessment of the Implementation Process and Feedback to System (Long-Term Discussions)

An HRIS should also be outfitted with security features to protect the users’ passwords, account names, and all other relevant information. Beyond network security, it is also important to have different levels of access to accessing data based on individuals’ positions within the company.


It is essential to know why your company needs to implement the system. It is important to not just follow the automation trend without thinking about the necessity and impact of the implementation. 

It is essential to consider the requirements of employees and place their needs first. The system must be in place to boost efficiency in business and take care of employees. 

When you mix business, the system, and employees, you will have a complete system that ensures the entire business’s efficient operation.

What is HRIS?

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