The HRIS tool or Human Resources Management Information System is key for companies and employees! Find out how to choose and adopt it

HRIS software to support the digitalization of HR - Knowmore

Choosing the best HRIS software for a company

Getting a human resources management software is no longer an option today. SMEs, ETIs and large groups must be equipped with an HRIS tool, to meet their human capital management needs. In this tailor-made approach, we will not present yet another comparison of HRIS tools here. We prefer to have a pragmatic and inclusive approach for the company and the employees, whether it is HR management, recruitment, training and careers.


What is an HRIS tool?

The acronym HRIS stands for Human Resources Management Information System. While this literal definition allows us to imagine the tool, it lacks scope. To complete it, let’s recall the main functionalities of an HRIS software:

  • Management of payroll and other employee remuneration,
  • Management of social benefits, whether they are health insurance, complementary pension…,
  • Management of work benefits, vacations, absences, but also work planning,
  • Human capital management, including recruitment, career development, training, etc,

With the application basics laid out, we interviewed Damien Baudeau, CGI’s HCM service consulting director, to go further into the assessment and choice of an HRIS tool.


What is the purpose of HRIS software?

Beyond the classic functionalities of an HRIS solution, its mode of use (or even its philosophy) is fundamental to avoid siloing. The challenge is to limit the number of silos in the company and to encourage data sharing.
Damien Baudeau talks about the triptych, which supersedes the functionality-based approach. In other words, “let’s think in terms of the employee’s life cycle and manage their experiences according to their three possible statuses:

  • Candidate: CV, exchanges, interviews, tests, onboarding…
  • Employee: career path, skills, salary, payroll, performance measurement, CSR, QWL, pro bono actions, language exchanges… Note that HRIS software can be used to manage and simplify collaborative work and “other” initiatives initiated by the company (pro bono actions, etc.), which add value and meaning.
  • Prescriber, when the employee is no longer with the company but can be an ambassador: recommendation, future client or even a new candidate.

Used as a whole, the HRIS can become a cross-selling tool in human resources. The employee and his or her well-being are the cursors, as is the employer brand.


How to choose an HRIS solution adapted to the company?

Cegid HRIS, Workday HR, Core HR, GTA HR… are among the big names in HRIS software. Choosing the one that best suits an organization depends on its specific needs.

As a preamble, as Damien Baudeau explains, the key to implementing an HRIS tool is to have :

  • Measured the level of knowledge of the stakeholder teams (IT, HR, etc.).
  • Defined a medium-term adoption strategy.

At this stage, the master plan makes it possible to model the resources available or to be activated (whether from a human or tool point of view), the strategic orientations adopted, the objectives to be achieved, etc., without forgetting the tool updates.


Guide with K-NOW from Knowmore

Our K-NOW solution, a digital adaptation platform, guides your teams in the adoption of your HRIS solution. Tutorials, training… everything is there for an easy and fluid learning curve and updates, in onboarding mode, feedback, intelligent guidance, etc.

As for the choice of HRIS, Damien Baudeau recommends being “hands-on”, without getting lost in the analysis of each functionality, HRIS by HRIS. In other words, there are two main criteria to consider before any in-depth analysis:

  • Whether or not the entity is present abroad: country management and/or organizations.
  • The number of employees: size of the payroll.

Through this filter, an initial selection of HRIS solutions is naturally made. For example, Cornerstone, PayFit… are designed for a small or medium-sized company, a very small business or a French start-up. Oracle HCM, Workday (internal networking), Sopra HR Access (internal networking), Cegid Talentsoft (internal networking)… are more suitable for a large group or an international company.
Based on this shortlist, it is up to the company to select the HRIS tool, which meets its specific needs (functionalities), but also the master plan defined (means), upstream.


What are the keys to HRIS adoption?

The adoption by all users of the HRIS software implemented is the major challenge for any company. This is where training comes into play, for an optimized handling of the tool.


Train with K-STUDIO from Knowmore

K-STUDIO is an e-learning authoring software that creates 100% realistic, interactive training content to master your HRIS. More flexible and cost-effective than a training environment, it provides hands-on training in a classroom, remote or e-learning environment.

In addition to the implementation of the HRIS, analytics (the analysis of user data) makes it possible to measure the use of the HR solution, in quantitative and qualitative terms, to monitor it over time and to correct it, if necessary. Usage metrics guide the actions to be taken for successful adoption of the HRIS and optimal management of human capital within the organization.


Drive with K-VALUE from Knowmore

Our K-VALUE solution maps usage and gives business teams the keys to take appropriate corrective actions to improve the user experience of your HRIS tool. These actions include training, enrichment of guidance, improvement of application settings, review of business processes…

In conclusion, rather than a new definition of HRIS software, let’s talk about the tool’s vocation. The latter must guarantee a good user experience throughout the entire value chain, whether it be :

  • In the overall recruitment process (from sourcing to onboarding)
  • For managers: through the implementation of operational indicators of employee commitment in the use of the new HR tool
  • For HR function players: in terms of employee adherence to company projects.

This is why it is so important to define the needs and resources up front, and to monitor the adoption of the HRIS over time to ensure optimal use.


About CGI.

Founded in 1976, CGI is an information technology (IT) and management consulting firm. Fact-driven and results-oriented, CGI accelerates the return on your IT and management investments, regardless of your industry, in response to consumer and citizen needs.




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