New HRIS trends

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The last decade has brought an avalanche of changes in the human resources industry and in particular in human resources software. The rise of artificial intelligence. The growth of the gig economy. The increased need for diversity. And many more title killers. As we turn the page to the year 2020 and a new decade, it's important to look ahead to see which human resource trends will continue to drive change and which new trends will emerge to shape the future of work.

Human Resources Technology applications of information technology have largely taken over the functions of personnel administration. HRM software, the basic IT systems for human resources, cloud-based and outsourced, these systems form an alphabetical soup of possibilities which can sometimes be confusing and overwhelming for business owners.  HRIS technology trends continue to evolve and challenge vendors to provide next generation solutions to employers.

According to latest researches pending on cloud-based HR management systems that record employee information over the Internet reached $4.8 billion in 2012. Interest in core HRIS software remains strong as more and more companies move away from the cloud of in-house solutions on the ground.

To understand the future of HRIS technology trends, you need to manage the vocabulary

The HR core systems began by taking over the administrative work of the HR department and the tracking of basic employee information: name, address, social security number, payroll deduction, job title, salary level, etc. Early systems generally allowed a range of interactions between managers and employees, including vacation requests and approvals. Basic HR systems are generally associated with benefits management and payroll.

HRMS applications account for the majority of expenditure in the overall HR software market. They include tools for recruitment, performance management and planning. The main vendors are SAP, Oracle and ADP.

HCM or HR management systems add functionality that automates recruitment, candidate tracking, integration and day-to-day performance issues to value employees for effective placement.

HRIS programs update and integrate core systems and cloud-based performance. HRIS relieves IT staff of the burden of general business requirements and processes, promotes the interface between employees and management, and facilitates administration and communication across multiple locations.

Development organizations are looking for more than just a record of HRIS technology trends. They value products that integrate Enterprise Resource Planning (ERP) and HRMS. They appreciate the traditional recruitment, archiving, performance management and compensation processes of HR software, but want to reconcile this data with the ability to track and manage employees from outside the enterprise.

Make the software easy to use

According to a labor force survey, many employers are interested in replacing, updating, redesigning or re-implementing their central HR systems to make them more work-friendly and easier to maintain from an IT perspective. Our survey of nearly 600 HR professionals found that 47 of them are "likely" or "very likely" to make such a change to their core software over the next three years.

There are several possible reasons for this reversal in HRIS technologies:
  • The basic HR systems have just been significantly improved. Employers find that their proprietary business systems can contain or redesign most of the gadgets of the HRIS market.
  • Some HRIS software is outdated, well-designed from an IT perspective but poorly developed from the perspective of Human Capital Management (HCM), Talent Management (TMS) and Enterprise Resource Planning (ERP).
  • Some software packages offer more functionality than they actually need.

Integration is the motto

Employers of all sizes are pushing for a new design and a new direction:
  • Data storage in HR software tends to be static, stacked in columns and rows in virtual lockers. Employers want systems that integrate relevant data into applications that can access real-time, data-driven decisions to transform a business process.
  • The tracking of candidates threatens to become static. Recruiters want to do more than just track the flow of candidates to integration.  They want a more contemplative software that analyzes the tracking channels. The data can show and integrate the history of the different recruitment channels to inform managers about the shortest integration time, source of performers and/or largest number of employees.
  • Training data, when integrated, can show the average performance of employees who have attended specific development sessions. You can then recommend courses and mentors and/or suggest the development of in-house courses.
  • Multiple cloud-based programs for HR, talent management, recruiting, and more make it easier than ever to move systems around. According to many researches, 24% of companies surveyed are considering replacement.
  • HRIS has become an integral part of the business. HR management can't think about it without doing business with it. That's why they are looking for more things like talent management analysis. They want to know more about analysis and how analysis can improve their tasks and responsibilities in all areas.
  • CEOs, HR managers, supervisors/managers, and employees are looking for additional information that is accessible to them in real time.  Mobile applications promise fast and complete access to administration, recruitment, talent management and performance metrics.
  • Talent management systems tend to be silo functions. As such, while they can explore the analytical capabilities of marketing, this exploration cannot easily be integrated with the analytical capabilities of the production floor. When vendors can meet employers' needs for flexibility and integration of business goals and performance metrics, they increase the strategic value of HR software because the systems help achieve goals and objectives.

It can be tempting to automate a process too early because now is the time to clean up HRIS products. Users have found the old products to be fully functional and have changed their business models to use them - but employers are also faced with the demands of the next generation of HR IT solutions.

If you’re looking for an automated Human Resource Management system, we suggest you IceHrm which is one of the best HRIS systems which has so many HR functions automated into one system.

IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Training, and Development, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.

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