- In most organizations, the HR application portfolio has evolved tactically on an as-needed basis, resulting in un-integrated systems and significant effort spent on manual workarounds.
- The relationship between HR and IT is not optimal for technology decision making. System-related decisions are made by HR and IT is typically involved only post-purchase to fix issues as they arise and offer workarounds.
- IT systems for HR are not viewed as a strategic differentiator or business enabler, thereby leading to a limited budget and resources for HR IT systems and subsequently hindering the adoption of a strategic, holistic perspective.
- Some organizations overinvest, while others underinvest in lightweight, point-to-point solutions. Finding the sweet spot between a full suite and lightweight functionality is no easy task.
- Align HRIS goals with the business. Organizations must position HR as a partner prior to embarking on an HRIS initiative, aligning technology goals with organizational objectives before looking at software.
- Communication is key. Often, HR and IT speak different languages. Maintain a high degree of communication by engaging stakeholder groups early.
- Plan where you want to go. Designing a roadmap based on clear requirements, alignment with the business, and an understanding of priorities will contribute to success.
Impact and Result
- Evaluate the current state of HRIS, understand the pain points, and visualize your ideal processes prior to choosing a solution.
- Explore the different solution alternatives: maintain current system, integrate and consolidate, augment, or replace system entirely.
- Create a plan to engage IT and HR throughout the project. Equip HR with the decision-making tools to meet business objectives and drive business strategy. Establish a common language for IT and HR to effectively communicate.
- Develop a practical and actionable roadmap that the entire organization can buy into.
After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this blueprint and what our clients have to say.
Average $ Saved
Average Days Saved
Onsite Workshop: Drive Real Business Value with an HRIS Strategy
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Conduct an Environmental Scan
- Understand the importance of creating an HRIS strategy before proceeding with software selection and implementation.
- Learn why a large percentage of HRIS projects fail and how to avoid common mistakes.
- Set expectations for the HRIS strategy and understand Info-Tech’s HRIS methodology.
- Complete a project charter to gain buy-in, build a project team, and track project success.
Key Benefits Achieved
- A go/no-go decision on the project appropriateness.
- Project stakeholders identified.
- Project team created with defined roles and responsibilities.
- Finalized project charter to gain buy-in.
Set a direction for the project by clarifying the focus.
- Project vision
Identify the right stakeholders for your project team.
- Defined project roles and responsibilities
Identify HRIS needs, barriers, and enablers.
- Completed HRIS business model
Map the current state of your HRIS.
- Completed current state map and thorough understanding of the HR technology landscape
Align your business goals with your HR goals and objectives.
- Strategy alignment between HR and the business
Module 2: Design the Future State
- Gain a thorough understanding of the HRIS-related pains felt throughout the organization.
- Use stakeholder-identified pains to directly inform the HRIS strategy and long-term solution.
- Visualize your ideal processes and realize the art of the possible.
Key Benefits Achieved
- Requirements to strengthen the business case and inform the strategy.
- The art of the possible.
- Pain points classified by data, people, process, and technology
Sketch ideal future state processes.
- Ideal future process vision
Establish process owners.
- Assigned process owners, guiding principles, and metrics for each HR process in scope
Determine guiding principles.
Module 3: Create Roadmap and Finalize Deliverable
- Brainstorm and prioritize short- and long-term HRIS tasks.
Key Benefits Achieved
- Understand next steps for the HRIS project.
Create a high-level implementation plan that shows dependencies.
- Completed implementation plan
Identify risks and mitigation efforts.
- Completed risk management plan
Finalize stakeholder presentation.
- HRIS stakeholder presentation