Angela Maschio

By: Angela Maschio on January 22nd, 2020

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It's time to start thinking holistically about HRIS implementations

HR Operational Efficiency

Est. Read Time: 3 min.

An HRIS implementation is a tremendous undertaking—both in the time commitment and cost. It may seem too overwhelming to take on anything else, but it’s actually an ideal time to think about other areas of HR that could benefit from new technology, such as how HR serves employees. An HRIS implementation in conjunction with another HR technology implementation can actually improve team productivity and organizational effectiveness. 


Holistic digital HR transformation, or piecemeal?

It’s hard to escape interconnected technologies today as teams rely on single suite and best-of-breed vendors alike to perform their jobs. Pairing solutions can help HR achieve more than what was even imaginable just 10 or 20 years ago with new technology hitting the market constantly.


Because of this interdependence, an HRIS implementation cannot just be an HRIS implementation—it affects so much more. When considering transforming the employee experience, it’s dangerous to silo thinking to a one-sided solution.


While evaluating and implementing a new HRIS, teams are already in the midst of evaluating their HR processes and team performance. So, it’s a great time to evaluate other relevant tools and resources that can help accomplish these process goals–even current systems. 


Shifting the technology evaluation mindset from category-specific to holistic, process-specific can make a world’s difference in finding the right solutions and truly transforming business practices. Additionally, it will help  establish the mix of various HR technologies that make the most sense for your organization’s needs.


Still, hesitation around a holistic approach is completely understandable, as there are distinct challenges HR may face. Here are some common challenges to a holistic approach and how to overcome them: 


1. Budget concerns

An investment in a new HRIS may leave your organization’s pockets hurting, but the good news is that other transformational HR technologies are just a fraction of this price and can, alternatively, impact the employee experience! Transforming HR doesn't need to be a budget drain. Simple changes to the way you answer employee requests, for example, is a minimal cost in comparison to a new HRIS, and it can transform the way employees view and interact with HR.


2. Time restrictions

An HRIS implementation could take years to complete, and during this process, you and your team may feel stretched thin. Luckily, best-of-breed HR systems typically require only a few weeks to be fully implemented. While the HRIS implementation process is underway, your team can continuously work on executing the technology vision and make an immediate impact with complementary tools. 


There is true value in delivering some progress during a larger transformation project so that stakeholders don’t lose sight of the end goal. Demonstrating smaller benefits and little wins throughout an HRIS implementation can keep the momentum going. Additionally, a new HRIS is entirely focused on HR, whereas other solutions, like HR Service Delivery platforms, can directly impact employees. 


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3. Limited people resources

Even though all hands are on deck for an HRIS implementation, other system implementations are not impossible; many HR tools today require few IT resources, if any, or come with pre-configured processes specific to HR needs. For example, leading HR Service Delivery platforms are built so that HR can configure and implement the solution without IT resources. 


With fewer personnel needs, building out the HR technology landscape is simple and a quick win for HR effectiveness and efficiencies. 


4. The belief in one solution to cure all

It may be the dream to find one HR solution that addresses all your needs, but that’s just not a reality. Going into an HRIS implementation, you may think this will be your last HR technology investment, and your vendor may have even promised future functionality, so holding off on other investments sounds right. But, best-of-breed solutions truly are the best at what they do whereas a new HRIS may just skim the surface of your HR Service Delivery needs.


Executing on your technology vision

An HRIS implementation is just one element in a greater plan to transform HR because it impacts and interacts with so many pieces of your HR technology stack. A holistic technology transformation approach, therefore, is effective and addresses various technology needs at once, rather than duplicating efforts for each new technology evaluation. 


Your team can start expanding your technology stack with interconnected systems that pair well with the new HRIS, mimicking how employees would use various HR tools as they navigate their journey, thus improving the employee experience

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About Angela Maschio

Angela Maschio is a Product Marketing Specialist at PeopleDoc, Inc. She ensures customer communications and marketing materials related to the product are detailed, informative, and understandable to educate HR professionals on PeopleDoc’s value and capabilities. Before working at PeopleDoc, Angela worked in marketing in the HR technology industry.