Last week we talked about a good HRIS analyst’s role in decision support. This week we are going to talk about the integration between process determination and HRIS.
HRIS should be playing the same role in process support that it does in decision support. In decision support I described how HRIS should have the business acumen to be more creative in determining how data is delivered to leadership. This is not to say that HR leaders don’t need to request what they want, but the knowledge of the HR data available gives HRIS an opportunity to provide what may not be expected or known otherwise.
The role in process is really the same. HRIS may be the most expert in the understanding of the total HR technology environment. Who else really understands who the TAS flows to the HRMS which in turn feeds the TMS, benefits, payroll and the data warehouse? HRIS is the technical support cross functionally, so how do they help within each function?
The key is that as functional process owners are determining what the business requirements are for their process and how to optimize it, these process owners are not always fully familiar with how a process might be optimized from the technical standpoint. Process owners and HRIS should really be working together to optimize a single process so that it meeds business requirements, makes technological sense, and fits into the context of a larger HR technology environment.
So as with last week, I leave you today with a question. Does your organization mold technology around process, fit process to your technology limitations, or do your functional process SME’s get with HRIS to optimize both?
One response to “The Role of HRIS – Part 2”
[…] HRIS is increasingly playing an important role in transforming HR role in Organizations. Systematic HR has a post on the key role which HRIS is likely to play.HRIS should be playing the same role in process support that it does in decision support. In decision support HRIS should have the business acumen to be more creative in determining how data is delivered to leadership.This is not to say that HR leaders don’t need to request what they want, but the knowledge of the HR data available gives HRIS an opportunity to provide what maynot be expected or known otherwise.The key is that as functional process owners are determining what the business requirements are for their process and how to optimize it, these process owners are not always fully familiar with how a process might be optimized from the technical standpoint. Process owners and HRIS should really be working together to optimize a single process so that it meeds business requirements, makes technological sense, and fits into the context of a larger HR technology environment. […]