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Choosing the Right HRIS Solution
In a white paper from 2007, Violet Nguyen stated “An effective HRIS should be able to provide and track all of the information a company needs on current and former employees. The right HRIS helps to reduce the workload of the HR staff, allowing them to be more productive and work more efficiently.” According to Nguyen when it comes to Human Resource professionals complaints the most common are, “It’s not user friendly.” “The reports are too complicated to access.” “It’s not capable of doing what I need it to do.” When selecting an HRIS system it is important to focus on these three key points: Know what is needed, determine and prioritize requirements, and consider future changes. (Nguyen)
To determine what you need you have to assess the desired high-level functions. These core functions will include the ability to track employee data, benefits, training, applicants, and attendance. It should also administer and process payroll. There are many other functions that can be considered, but those systems can be more complicated, to install, configure, implement and use.
The most important part of the HRIS system selection process is to consider all the functional and system requirements for the system. Be sure to evaluate requirements in a detailed, methodical and complete manner. (Nguyen)
Nguyen writes that when considering the functional requirements it is important to determine it is necessary to determine the main purpose of the system, the critical features and what is not needed, and can it produce the needed report. It is also important to determine the people that will use the system, administer the system and their skill levels.
When considering the system requirements there are more choices now than there was a decade ago. There are client based systems that require a onetime purchase of the software. The company

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