How To Select An HRIS For Mid-Size Companies
Small and midsize businesses are often concerned about installing a centralised human resource management system because of the costs involved. However, an inconsistent approach to employee management costs far more than an HRIS for mid-size companies. Given remote working, which many organisations have adopted, an HRIS for mid-size companies is essential.
If you are a mid-size organisation and are looking for the right HRIS, here are some things to consider.
How to Select an HRIS For Mid-Size Companies
1. Look for a vendor that resonates with your culture and requirements
Getting to know how a vendor treats their employees and customers before investing in the HRIS solution they offer will allow you to see how this can form your future collaboration with them. Also, their HRIS must be mapped according to the size of your organisation. Given that you are a mid-size organisation, looking for a system that allows scalability when you are growing is advisable. However, buying a system already designed for big multinationals isn’t a smart move as it might cost you dearly and quite often does not scale down effectively.
2. Identify how sensitive data will be stored and maintained
Sensitive data about an organisation’s procedures and employee information must be safeguarded against any data breaches at all times. The HRIS you wish to deploy in your organisation must include a strong data safety feature. Any loss of sensitive data can raise financial and reputational damages. Existing employees might feel vulnerable when their data is lost to cybersecurity breaches and consider leaving your organisation. Future employees and customers can also be greatly biased towards your organisation because of a breach in the past. There can also be hefty fines for being negligent in storing and managing employee data.
3. Know more about the system updates
Government regulations, market scenarios, and business procedures are interrelated and liable to frequent change. Hence, you must also look at the system update process when buying an HRIS. Look at how difficult or easy it will be for your employees to run system updates. Will you require support from the vendor every time there is an update? Your mid-size organisation might also be spread over more than one geographic location; consider how the system updates will be performed in this environment.
4. Prioritise reporting capabilities
One of the most valuable features of using an HRIS is gaining important insights into company HR procedures and employee data. An HRIS makes this possible with the help of comprehensive reports. These reports can detail employee performance, employee learning and development completions, employee leave, and so on. This data can help with employee management strategies and enable top management to make informed decisions.
5. Is the employee interface easy to use
A simple and easy-to-understand user interface is the primary requirement for software. Investing in the latest and trendy HRIS system is not going to work if your employees struggle to use the system. A streamlined user interface is pivotal in driving employee engagement and satisfaction. Obtain a trial of the system, invite some employees to try it, and give them your views on its ease of use.
Here’s what Sentrient’s HRIS has to offer
Sentrient’s HRIS integrates an extensive range of modules and can aid your HR and organisational managers in recording and processing various employee details and managing procedures such as recruiting, onboarding, learning and development, face-to-face events, 360-degree feedback, performance assessment, maintaining employee records, etc.
Streamlined design and workflows make Sentrient’s HRIS for mid-size companies one of the most sought-after. Contact Sentrient today to learn more about what our HRIS for mid-size companies offers.
