Aligning the HRIS with the HR Director’s needs:
- Evolution of the company’s organizational scope which induces certain choices in the use of tools (acquisition of new activities, mergers, etc.)
- Evolution of the HRIS with regard to the technological orientation or the company’s IS policy
- Development of new areas in the HR policy that underpin the need for the development of tools (development of internal mobility, management of the executive’s performance)
- Taking into account new internal or external regulatory constraints
- Desire to improve the monitoring and management of HR in international subsidiaries
Improve the service provided by the tools in place / solve difficulties encountered with these tools and service providers ( Editors / Integrators) :
- Implementation project of a new HRIS in difficulty
- Discontent of users: inadequacy to real needs, difficulties in its usage…
- Numerous anomalies and malfunctions
- Unsatisfactory service in application maintenance (TPMA, Managed Operations)
- Migration constraint of existing tools imposed by the editor (end of maintenance)
- Inflation of costs, deterioration of the quality of service , optimization of HRIS costs
- Assessment and analysis of the existing situation of your HRIS and your organisation: adequacy to the needs, origin and importance of the difficulties encountered, added value provided…
- Identification and evaluation of the possibilities for HRIS evolution:
- Action plan to resolve the difficulties encountered
- Acquisition of new application components
- Overall redesign of the HRIS
- Evolution of the HRIS functional architecture
- Benchmarking of market tools, whether they are classic or whether you are looking for the latest application developments
- Choice of the appropriate tools and services
- Negotiation of balanced contractual and financial terms
- Securing the implementation of action plans and/or new tools
