Modernizing HR management with an HRIS: beyond technology, a human challenge

HRIS: a strategic lever for organizations

HRIS has become much more than a simple administrative tool. It has become a catalyst for HR performance, enabling unified, centralized data management, streamlined processes and precise management of HR activities. It covers a wide range of functions: administrative management, payroll, recruitment, training, appraisal, time management and more. Thanks to cloud and SaaS solutions, it is now accessible to all employees, including managers, for self-service and empowerment.

But the value of an HRIS lies not only in its functionality. Above all, it is measured by its ability to be adopted, understood and used effectively by those who need it on a daily basis. And therein often lies the greatest challenge.

Adopting an HRIS: above all, a cultural transformation

HRIS adoption should never be taken for granted. Simply deploying a solution is not enough for it to be used. Resistance to change, fear of complexity, lack of awareness of the benefits, and lack of time can all be major obstacles to use.

That's why the success of an HRIS project depends on a genuine strategy of change management, designed from the very outset of the project. It must include employees as players in the change process, not just as recipients. This means anticipating their needs, simplifying their user experience and giving them the means to understand and master the new tools.

Digital onboarding: the key toassimilation

Onboarding in an HRIS context doesn't just concern new employees. Here, it refers to all actions taken to guide all users as they get to grips with the solution. It's a fundamental step that determines the long-term effectiveness of the tool.

Good onboarding combines pedagogy, accessibility, progressiveness and on-site support. It transforms the passive user into an active learner, reduces the need for support, and encourages naturalassimilation the tool.

DAP: an essential lever for HRIS adoption

This is precisely when an increasingly strategic device comes into play: the Digital Adoption Platform (DAP). A DAP is a software solution that integrates directly into the HRIS interface to guide users step-by-step, in real time, through their working environment. It offers help bubbles, interactive step-by-steps, contextual messages...

DAP plays a central role in three key areas:

1. Get started quickly

Users no longer need to memorize processes or consult static manuals. Thanks to guided paths, they can carry out their actions directly in the tool, when they need to, with continuous assistance.

2. Strengthen ongoing training

A DAP does not replace training, but complements it and anchors it in reality. It enables a "learning in the flow of work" approach, particularly valuable for managers or field operatives who have neither the time nor the inclination to follow long courses.

3. Promoting sustainable adoption

Usage is analyzed and measured to identify friction points, improve content and adapt help messages. The experience becomes scalable, personalized and always relevant.

The use of a DAP as part of an HRIS project therefore accelerates ROI, guarantees fluidity for users and is an invaluable tool for HR teams in charge of change management.

Case study: RATP and the successful adoption of Workday

The RATPa key player in the Ile-de-France transport sector, recently carried out an ambitious transformation of its HRIS by adopting the Workdaysolution, with a view to unification, cross-functionality and modernization. This project involved more than just a change of tool: it also involved an overhaul of processes and a reorganization of HR practices.

Aware of the challenge ofassimilation, RATP has focused on change management and the deployment of K-NOW our digital adoption platform (DAP), in collaboration with Oresys. This approach was based on :

• realistic simulations of business processes in a production environment;
  
  
• a library of business scenarios, freely available at any time ;
  
  
• contextual guidance integrated into Workday, which appears when the user needs it in his or her workflow;
  
  
• a clear pedagogical structure, with validated and contextualized key messages.
  
  

The results were convincing:

• 13 simulated training procedures, used independently by hundreds of users;
  
  
• 41 active procedures in the tool, to support employees in their day-to-day work;
  
  
• a reassuring, fluid and engaging user experience, even for managers who are not technophiles.
  
  

In this way, DAP has transformed a potentially complex tool into a fluid, controlled experience, while reducing the burden on HR support.

Long-term support: a factor in performance and satisfaction

All too often, HRIS projects run out of steam after their initial deployment, due to a lack of post-launch support. Yet needs evolve, users change, and new functionalities appear. It is therefore essential to consider HRIS as a living system, requiring regular maintenance.

Sustainable support involves :

• Continuously listening to user feedback, to adjust materials, messages and training;
  
  
• regular updates of educational content, in line with developments in the solution;
  
  
• measuring user satisfaction and engagement, through feedback and usage analytics.

With the right DAP, continuous improvement becomes possible, measurable and agile.

Conclusion: think adoption before technology

A successful HRIS project involves much more than choosing a high-performance solution or digitizing HR processes. It's based on a human-centered adoption strategy, in which every employee is guided, trained and supported over the long term.Onboarding, training,support and tools such as DAPs are all essential building blocks for the long-termassimilation these solutions.

The RATP case shows that when theuser experience is thought through from the outset, the benefits are immediate: autonomy, confidence, satisfaction... and in the end, a tool that delivers on all its promises.