The Elephant on the Table for HRIS

Everyone knows and no one admits that HRIS gets the short end of the stick. HR Technology is seldom a priority for HR execs, it is always a stepchild for IT departments, and mostly invisible to user departments except as a chargeback. Every HRIS department I know of is understaffed, has to fight to keep headcount let alone help get new positions, and cannot get the salary dollars to attract top people for the openings they do have.

• Over 40% of the work is done by contractors who typically bill double or more what a salaried professional gets.
• Offshoring and outsourcing looms as a threat over many careers.
• IT professionals avoid involvement in HR Technology projects because there is so much legacy technology that may not be easily portable to other career opportunities.
• There are thousands of open positions for HRIS at all times – the consulting firms snap them up and resell them at a premium. (check our open jobs indicators on our web site)

At the same time, HRIS requires real expertise in terms of domain knowledge and complex operating environments. It takes years for someone to get really good at HRIS. It takes years to know the complexity of a company and its systems.

What can be done about it? I do not believe Cassius in Julius Caesar:

“"The fault, dear Brutus, is not in our stars,
But in ourselves, that we are underlings."

HR Technology professionals are not at fault – but the fact is we do have power to make a change in how HRIS contributes to the corporate top line and the bottom line and fight for the resources to do it. Better, faster cheaper and more profitable.

Here are some basic facts to start you thinking –

- When employees terminate or are transferred many charges are floating around that are not canceled in timely fashion – phones, computers, blackberries, and even cars are just the tip of the iceberg.

- There are typically days and even months of extra pay, insurance, and benefits your company pays between the time an employee terminates and charges actually cease.

- There are 12 or more processes that must be handled in bringing a new employee on board and a similar number for inter company transfers.

- Typically every payroll error costs your company more than twice as much to fix than the total amount of the error.

- Predictive staffing in manufacturing and retail environments can save millions in overtime charges and lost business.

HRIS departments can capture these dollars for their Companies and get the credit for them. This is the business case that gets the resources to do the jobs we know we can do well.

In the next few months we will discuss some of the building blocks for your business case and we hope we earn your friendship and trust in the process. We welcome your input and support. If you have a specific question you want addressed please let us know.