{"id":1897,"date":"2014-08-01T19:40:08","date_gmt":"2014-08-01T19:40:08","guid":{"rendered":"http:\/\/www.hr-softwareblog.com\/?p=1897"},"modified":"2014-08-01T19:40:08","modified_gmt":"2014-08-01T19:40:08","slug":"6-questions-divide-hr-hris","status":"publish","type":"post","link":"https:\/\/www.comparehris.com\/blog\/6-questions-divide-hr-hris\/","title":{"rendered":"6 Questions that divide HR and HRIS"},"content":{"rendered":"

\"HR<\/a>The evolution of technology will determine the future of Human Resources Information Systems (HRIS). With no lid on the potential of technology, it is difficult \u2013 even for our imagination \u2013 to see beyond a near future. Picturing the Human Resources function in that future presents a disconnect we may not be near solving.<\/p>\n

The technologist sees a future without limit, information technology smart enough to eliminate human intervention. Human Resources professionals anticipate technology that takes on enough of their routine to let them reimagine their role. These visions do not integrate fully.<\/p>\n

1.\u00a0 What Does \u201cManagement\u201d Mean?
\n<\/strong>\u201cManagement\u201d means different things from the different perspectives. \u201cManagement\u201d means processing, handling, wrangling, corralling, analyzing, and administrating – functions Information Technology manages very efficiently. For the technologist, management is a project.<\/p>\n

Human Resources traditions value HRIS because it assumes all those tasks. That way Human Resources management can counsel, protect, and advocate in the interests of risk management and talent development. These perspectives do not integrate without effort. For the HR professional, \u201cmanagement\u201d is a service.<\/p>\n

2.\u00a0 What Happens to Authority?<\/strong>
\nAs HRIS technology enables employee participation, it reduces the employees\u2019 social interaction with HR. For the engineer, that equals labor efficiency. For HR professionals, that relief threatens their larger role as adviser. Relieved from the administrative tasks, they struggle to fill the gap with relevant work.<\/p>\n

Until HR professionals articulate and promote a new stakeholder value, they lose perceived value and respect to technology that empowers virtual work, engages contemporary employees, and communicates values-added. HR loses personal authority as the HRIS interface forms its own social connection.<\/p>\n

3.\u00a0 What Happens to HR\u2019s Self-Perception?
\n<\/strong>Originally configured and sold as data processing, HRIS has evolved in terms of speed, scope, and depth of databases and mining efficiency. HRIS vendors speak for their technologists\u2019 worldview. They promote and drive design that emphasizes data entry, transaction processing, and information integration. This is what the business does, and the vendors report those \u201cneeds to improve.\u201d<\/p>\n

This devalues HR\u2019s perception of its profession. By and large, HR professionals have not trained or studied to fully understand HR technology or its potential. They are not fully equipped to shop critically and\/or direct the level of integration and predictive analytics they desire. Without that ability, they are at the mercy of the stakeholders who make efficiency a primary value.<\/p>\n

4.\u00a0 What Does Total Access Mean?
\n<\/strong>Software engineering is a linear experience. Even the integration of systems is perceived in straight-line terms. \u201cInformation\u201d happens where data intersects. This logic lets technology take over best practices, on-boarding policy, and risk management information.<\/p>\n

Human Resources personnel see human systems as dynamic and organic, subtle and unpredictable \u2013 all qualities that defy reduction. They struggle to see themselves excluded from training and development, employee performance assessment, and benefits counseling. While the HR professionals may value the ability to access all systems 24\/7, they also surrender power to the employees\u2019 mobile access.<\/p>\n

5.\u00a0 What Value Lies in Reporting Capabilities?
\n<\/strong>Information designers build infinite reports into their systems. They promote reports of all sizes and complexity as a sales feature. It grows out of their process orientation. They anticipate all reporting interests for all possible stakeholders.<\/p>\n

The abundance of reports and reporting capabilities can overwhelm HR professionals. Report management is already a full-time position worth delegating to a specialist. HR leadership has to configure its role as one that uses these reports to support corporate goals.<\/p>\n

6.\u00a0 What is the Solution?
\n<\/strong>Legacy Human Resources has had a way of finding itself in time. HR professionals tend to confuse this with an evolution in their role when it is adaptation at best. The HRIS writers, on the other hand, think they can build future into their systems when this is scalability at best. This puts them somewhat at odds from the beginning.<\/p>\n

Any solution lies in integrating their visions. But, it lies somewhere before the roles are set. These views need the occasion where they become mutually dependent. They need the opportunity to share their needs and designs. At the core level, they should enjoy and embrace the shared responsibility.<\/p>\n

To find the HRIS\/HRMS solution that best matches your business needs, start your search with our HR Software Selection Tool<\/a>.<\/strong><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

The evolution of technology will determine the future of Human Resources Information Systems (HRIS). With no lid on the potential of technology, it is difficult \u2013 even for our imagination \u2013 to see beyond a near future. Picturing the Human Resources function in that future presents a disconnect we may not be near solving. The … <\/p>\n

Continue reading “6 Questions that divide HR and HRIS”<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"enabled":false},"version":2}},"categories":[1],"tags":[],"class_list":["post-1897","post","type-post","status-publish","format-standard","hentry","category-uncategorized","entry"],"yoast_head":"\r\n6 Questions that divide HR and HRIS - HRIS - Compare HR Software Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.comparehris.com\/blog\/6-questions-divide-hr-hris\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"6 Questions that divide HR and HRIS - HRIS - Compare HR Software Blog\" \/>\r\n<meta property=\"og:description\" content=\"The evolution of technology will determine the future of Human Resources Information Systems (HRIS). 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