The Human Resources Information System (SIRH) is entirely focused on optimizing processes, compliance and employee experience. Above all, it allows companies to gain agility and reliability.
Why are the HRSHs seduce so much?
Increasingly, companies are turning to a full HRM to group the management of absences, payroll, recruitment, training or talents in a single interface. They do it above all because it prevents HR teams from going from one software to another and limits errors and losses of efficiency.
Modularity and interoperability are now expected: a good HRMS integrates with accounting tools, costs of costs or even learning management system. It rationalizes workflows and improves global reporting. Today, robust solutions like those offered on Cegid.com respond precisely to the challenges of HRDs anxious to effectively pilot their human capital.
1/ Save time and measurable productivity
The automation of administrative tasks offers considerable time saving. As Appvizer reveals, some companies reduce up to 35 % the time spent on the processing of leave or costs.
In addition, electronic archiving of HR documents (contracts, pay slips, etc.) reduces printing costs and releases precious physical spaces. Optimizing these administrative tasks thus allows HRDs to refocus on missions with higher added value.
2/ Reinforced transverse communication
By centralizing all HR information, a SIRH clearly facilitates communication between services: HR, managers and employees access the same data, from absence management to skills monitoring. This transparency allows employees to intervene independently via a self-service portal: consultation of payrolls, requests for leave or training, for a positive feeling on a daily basis.
3/ Towards an increased employee experience
Also, the HRSH becomes the heart of the salaried experience. He accompanied the employee from recruitment, then throughout his career: monitoring of interviews, career plan, training, internal mobility. Thanks to HR analysis tools, it also makes it possible to detect the skills needs early or anticipate talents to develop. The company can thus offer the right training courses at the right time.
4/ HR strategic management
Centralization and analysis of data (via dashboards) allow HRDs to make informed decisions: monitoring of the absenteeism rate, turnover, performance, forecasts … SIRH thus becomes a real strategic piloting tool. In addition, predictive analysis thanks to AI – still rare in public sector, but in increasing use in the private sector – makes it possible to identify talents at departure risks, to target future needs and to optimize loyalty.
5/ Legal compliance and risk management
Compliance with regulations (GDPR, DUERP, social declarations) is facilitated by a HRMS which has modules foresee. Social control simulations or occasional alerts make it possible to limit legal risks. SHIRs are also used as a digital safe. Indeed, they guarantee a reliable conservation of HR documents, essential in the event of audit or litigation.
6/ A controlled return on investment
Finally, according to HR morning, the integration of a SIRH generates a rapid king thanks to the rationalization of processes, reducing administrative costs, and security. Even if the initial investment can be significant, it is quickly amortized thanks to the performance released.
The keys to a successful implantation
To guarantee effective adoption, it is essential to train users. It is also necessary to personalize workflows and reports depending on the size and the sector of the undertake as well as to provide a progressive rise in modules (pay, time, talents, etc.). Change support must also be provided with managers and HR.
