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The digital revolution has definitely taken hold in our companies, as evidenced by the fact that 81% of companies have an HR portal... All HR issues are now covered by digital solutions: personnel administration, payroll, leave, recruitment management, career management, skills, expense accounting, training optimization... Even if all these tools are valuable, they carry a risk: disengaging the users.

As discussed in our HRIS Evolution and Outlook page, the trend is toward open ecosystems with a single point of entry to a galaxy of interconnected applications.
Combining the functionality of each dedicated software into a central interface is becoming a measurement lever for HR long as employees use it.

How do you get your employees to adopt your HR software?

Accompanying change

Change for the HR Team

To prevent it from being "ignored", your HRIS must therefore be the subject of two very distinct support projects: one for the benefit of the HR team, the other for the benefit of employees.

HR teams are being challenged by the growing number of automated tasks. And that's good, because editing a pay slip or updating a vacation schedule are not very high value-added tasks. Automating them allows HR staff to focus on more fundamental tasks where the "human element" is really essential, such as, for example, mobility or, more globally, the Strategic Workforce Planning. However, these changes impose profound transformations that must be well received, both by those who implement them (members of the HR function) and those who will be called upon to use them on a daily basis (employees). Thus, the implementation of an HRIS by the HR department represents a small revolution.

Change for employees

The majority of employees criticized the old tools for having to enter information several times, and for representing an unnecessary amount of work. They now see these tools as a time-saver when they are connected together and make suggestions that are close to their preferences. AI is, in this respect, a powerful adoption gas pedal.

Pay particular attention to the methodology

Which team to build for an HRIS evolution?

  • At least one member of the management, who legitimizes the strategic choice,
  • The human resources manager and one or more members of his or her team,
  • One or more members of the staff representation bodies (staff representatives, works council, health, safety and working conditions committee, etc.),
  • The HRIS Project Manager, who often has a good level of HR expertise, as well as an appetite for IT tools and a certain taste for innovation.
  • A few "key user" employees whose contribution is absolutely essential, not only to be as close as possible to the technical needs of the field, but also because they will be the sponsors of the project with their colleagues; those who will encourage their support. Their role will be to take ownership of the tool and then demystify it; it being understood that the tool will inevitably start by provoking rejection and misunderstanding.

‍Whatare the 3 phases of HRIS deployment?

  • The preliminary study (inventory of the existing situation / objectives to be reached)
  • Concerted and supported deployment (communication campaign, training sessions, etc.)
  • The consolidation stage, with individuals "sponsors" who relay and boost the project internally.

Make employees want to connect to the HRIS

Your HRIS no longer generates fear because the project has been supported effectively and with education... Bravo!
But beware, only half the road has been covered. Because beyond no longer scaring people, your HRIS must also make them want to connect to it. Generating traffic on your HRIS is subject to rules.

What are the best practices for user experience?

  • Ergonomics (graphic charter, home page terminology)
  • Accessibility
  • Mobile Friendly
  • Scalability
  • Interoperability

To obtain these two results, you can be accompanied by an expert who will propose a personalized tool in terms of interoperability, graphic design, fluidity, etc.
And why not add a little personal touch like a mobile application? Or give access, via the HRIS, to the big annual challenge operation which is causing a stir and which will inevitably generate traffic...
Or integrate into your HRIS a small information module on the dream trips offered this year by the CIE...
In short, it's well known that you can't catch flies with vinegar, so give them sugar via the HRIS!

Are you passionate about the subject of HRIS? Discover the retrospective on this subject in our page"HRIS, evolutions and perspectives".