Hand-picking the best HRIS: 7 steps

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Co-authored by Praveen Visal, 16th August 2019

Are you struggling to find the best HRIS software for your organization? Well, you are not alone. Most organizations struggle to choose the right HR solution, that can enable HR departments to focus on strategic initiatives, reduce HR operations, and engage employees, thereby saving time and cost.

Given that this is an important decision to make, how do you ensure you take the right step?

The following 7 steps can help you find the answer.

1. Evaluate your requirement

While selecting an HRIS for your organization, it is very important to analyze your needs versus the wants. The package selected should meet current business needs and it should have the flexibility to grow and expand with the organization into the foreseeable future.

2. Address your technological constraints

Your IT department and HR department should work hand in hand to analyze the technological constraints of the organization. Check for the below technological aspects before selecting the HRIS.

  • Compatibility of the system to meet organizations security requirements.
  • Alignment of the solution with your IT strategy (Cloud vs on-premise, middleware etc.)
  • Check if there are any other IT projects that are impacting or being impacted by your project

3. Define scalability

Your HR software should stand the test of time. As you evaluate the perpetuity of a HR software, you can ask the following questions to see if the product you are selecting is scalable:

  • Are there limitations to the number of employees the software can support?
  • Does it support the benefits your organization offers to the employees?
  • Will it help streamline the processes throughout?
  • What enhancements or upgrades can you look forward to futuristically?

It is important to understand how your company intends to grow and plan accordingly for the future.

4. Watch your budgetary constraints

You need to realize that investing money in your choice of HRIS is not an expense but an investment. While knowing your budget is an important aspect, you should not settle for a solution which would fit in your budget range but rather would focus on fulfilling your business needs. Focus on the effectiveness of the product and its long-term benefits.

5. Look for seamless integration

HRIS systems provide flexibility for integration with third party systems. Choose an HRIS that has the ability to fully integrate with your single point HR solutions including payroll, time & attendance and absence.  A seamless integration of HRIS and your payroll system, for example, can do magic! Cloud-based HRIS systems like SuccessFactors Employee Central when seamlessly integrated with a fully managed global payroll provider like Neeyamo can benefit organizations with a single source of data entry, reduced manual intervention, increased accuracy, comprehensive reporting, and minimized compliance risks.

Watch  the first on-demand webinar of the series, “Accelerate HR transformation: HRO Powered by SuccessFactors”, where industry experts discuss on how organizations can leverage integrated HR and payroll solutions to undergo successful HR transformations and extract maximum benefits.

6. Determine the Return On Investment

Determine what to expect as return on investment and analyze how soon you will achieve it. Figuring out the return on investment is a concrete way to find out the financial impact of the new service over time.

7. Selection of a Vendor

HRIS is a long-term investment for a business. So, it is essential to find a vendor who can stick with you through thick and thin when it comes to supporting your requirements.

Three important points should be considered while selecting a vendor.

  • Vendor stability
  • Ability to provide technical support post-installation of the HRIS
  • Experience in HRIS implementation and the time period that the vendor has been in the business

Selection of a vendor is similar to forming a partnership. So, make sure you are choosing the right vendor.


While selecting a HRIS for your organization, you should also consider the time required for implementation, system compatibility with current HR trends, flexibility to support linguistic requirements, and most importantly, data security & compliance. Human resource information systems give permission to users to review and manage employee information. This reduces the need for employees to contact HR personnel for every HR-related activity. Furthermore, it contributes to the reduction of frustration and helps in improving employee satisfaction.

Now that you are cognizant of how to choose an HRIS that fits your organization’s needs, are you looking to embark on an HR transformation journey? Get in touch with us and we’ll assist you.



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