The Ultimate Guide – 5 Easy Steps to move your Small Business from Paper-Based HR to an HRIS System.

In today’s fast-paced business world, it’s more important than ever to streamline processes and find ways to work more efficiently we hope this 5 Easy Steps from Paper-Based HR to an HRIS System guide will help you. For many small businesses, one area that can benefit greatly from automation is HR management. If your business is still relying on paper-based HR practices, you may be missing out on a variety of benefits, from increased accuracy and compliance to time and cost savings. In this guide, we’ll take you step-by-step through the process of transitioning from paper-based HR to an online HRIS (human resources information system) to help you improve your HR management and take your small business to the next level.

Step 1: Evaluate Your Needs

The first step in moving to an online HRIS system is to evaluate your business needs. What are the specific areas of HR management that need improvement? Consider the following areas:

  • Recruitment and applicant tracking: Are you having trouble finding qualified candidates, or is your hiring process too slow?
  • Onboarding and orientation: Are new employees receiving the information and training they need to be successful?
  • Benefits and payroll administration: Are you spending too much time managing employee benefits and payroll?
  • Employee performance management: Are you able to track employee performance and provide feedback on a regular basis?
  • Compliance and reporting: Are you confident that you are meeting all legal requirements and reporting obligations?

Identify the areas that are most important to your business and that will benefit the most from automation.

Step 2: Choose the Right System

Once you have identified your HR management needs, it’s time to choose an online HRIS system. Consider the following factors when evaluating different systems:

  • Cost: How much will it cost to implement and maintain the system? Make sure to factor in any training or consulting costs as well.
  • Features: Does the system have the features you need to automate your HR processes? For example, if you need to track employee time off, make sure the system has a time off tracking module. – See HRSimplified Feature list here
  • Ease of use: Is the system user-friendly and easy to navigate? Look for systems with intuitive interfaces and clear instructions.
  • Integration: Does the system integrate with other software you use, such as payroll or accounting software? Integration can save you time and reduce the risk of errors.
  • Support: Does the system come with adequate support and training resources? Look for systems with online tutorials, user forums, and live support options.

Make a list of the systems you are considering and evaluate them based on these factors. Once you have narrowed down your options, request demos or trials to test the systems out.

Step 3: Plan the Implementation

Before implementing the new HRIS system, plan out the implementation process. Consider the following steps:

  • Determine who will be responsible for implementing the system and who will be using it on a daily basis. Assign a project manager to oversee the implementation process and ensure that everyone is on the same page.
  • Create a timeline for the implementation process, including training and testing. Make sure everyone involved in the process is aware of the timeline and understands their role in it.
  • Develop a plan for data migration from your existing paper-based system to the new online system. This may involve entering data manually, importing data from spreadsheets, or using a data migration tool provided by the HRIS vendor.
  • Develop a communication plan to inform employees of the changes and how they will be impacted. Be clear about the benefits of the new system and provide training resources to help employees adapt to the new processes.

Step 4: Implement the System

With the planning done, it’s time to implement the new HRIS system. Follow these steps:

  • Migrate data from your existing paper-based system to the new online system. This is a critical step, as it ensures that all employee data is up to date and accurate.
  • Train employees on how to use the new system, including how to log in, navigate the system, and complete HR tasks. Provide online tutorials, live training sessions, and user manuals to help employees get up to speed.
  • Test the system thoroughly to ensure it is working as intended. Conduct a series of tests to ensure that all modules and features are functioning correctly.
  • Monitor the system closely for the first few weeks to identify

Step 5: Enjoy the Benefits

With the new HRIS system in place, you should start to see a variety of benefits, including:

  • Time savings: With automation and self-service features, employees can complete HR tasks more efficiently, freeing up time for other tasks.
  • Cost savings: By automating HR processes, you can reduce the need for manual labor and save money on paper, ink, and other supplies.
  • Increased accuracy: With data stored electronically, you can reduce the risk of errors and ensure that employee information is up-to-date and accurate.
  • Better compliance: With built-in compliance features, such as document management and reporting tools, you can more easily meet legal requirements and avoid costly fines.
  • Improved employee satisfaction: By providing employees with self-service options and improving communication, you can increase employee satisfaction and retention.

Monitor your HRIS system regularly to ensure that it continues to meet your needs and identify areas for improvement. With the right system in place and a commitment to ongoing improvement, you can transform your HR management and help your business thrive.

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