As an HR manager, you are tasked with convincing the top management of the organisation you work for about the value of implementing an HRIS and embracing e-HRM. Choose the three options below that can serve as compelling arguments to persuade top management about the potential benefits of this technological transformation.

Select one or more:

Improve employee experience: Implementing e-HRM by means of an HRIS enables staff members to access their personal HR information, make use of self-service options to complete simple transactions and log specific requests. By implementing this staff members are empowered, their general experience will be enhanced and it will help to facilitate an organisational culture that is viewed as transparent with good communication.

Saving cost: If some administrative tasks are automated, with little action needed from HR staff, it can also reduce the paper-work required and increase the overall effectiveness of the organisation. This in turn can result in saving costs as less input and time is required from HR staff to perform certain routine tasks, the chances of mistakes are reduced and resources can be efficiently allocated. HR will not be needed any longer.

Increased efficiency and productivity: The purpose of an HRIS is to streamline administrative processes, automate repetitive tasks, and reduce paperwork, this enables HR staff to personnel to rather concentrate on strategic matters and activities aimed at adding value to the organisation. The effect of this will be increased productivity and effectiveness of the HR department.

Decision-making can be improved: An HRIS makes access to accurate and up-to-date data possible so that users can access and analyse the data for various purposes. This can include getting top talent and keeping the talent in the organisation, planning for future HR resources, managing staff performance and focusing on leadership initiatives that will ensure the attainment of organisational goals.

Compliance and risk management: An HRIS can assist organisations to a limited extent to comply with legal requirements by ensuring that employee records are kept safe, secure and accurate, training, development and certification/qualifications obtained can be properly recorded and general HR processes can be standardised. This significantly reduces the risk that an employer may run as a result of non-compliance.