As any HR manager can tell you, the difficulty of the job is not in the proper administration of company policy but in resolving poor implementation. In almost all cases, if all the correct procedures are followed, there is no need for human intervention. Instead, the lack of a form or the misapplication of company policy leads to an HR issue.
Accountability & the Human Factor
Software can make sure that you dot the “I”s and cross the “T”s. That ability may not qualify as technical expertise but, in many cases, it will eliminate the need for any human expertise. For instance, there are many forms that must be filled out by a new hire including I-9s, W-4s , company handbooks, etc.
Some managers in the desire to onboard a new hire as quickly as possible may forget or neglect to complete these steps. In most instances a reminder by an HRIS will resolve the situation. While an HRIS cannot force a manager to complete the steps, it can provide a chain of responsibility in the event of an HR issue.
In more complicated situations, a manager may be inexperienced when dealing with a particular situation. An HRIS system can provide a framework to the manager and detail all the necessary steps for dealing with the situation. At the very least, the manager will meet the minimums required by company policy or government regulation.
HRIS as a Default Expert
Software is a tool and as such has no real expertise. It can, however, provide expert advice in the form of the proper forms and procedures to handle a particular situation. As such, it can expand a manager’s knowledge and expertise. This expansion is the first step in diminishing and eliminating most HR issues.
