Having a good HR -system has gone from being something nice to have to being a central part of a modern business. This is because employees expect easy access to information, managers need secure and up-to-date insight, and HR would rather not spend time on manual routines that could actually be automated. But what is a HR system? What types are there, and how do you know which solution is actually right for your company?
What is a HR -system?
One HR system (or HRIS – Human Resource Information System) is a digital solution that brings together and automates everyone HR -your processes, and covering all steps in the employee journey; from recruitment and onboarding, via development, payroll , compensation and offboarding. Instead of spreading information and tasks across spreadsheets, document folders and multiple systems, you get a really good HR system, all in one place.
For you, it means fewer errors, easier follow-up and a better overview. For your employees, it means a short path to what they need, when they need it. And for management, it means a much safer (and always up-to-date) basis for decision-making.
Why is HR -system important?
A lot of what takes time HR It's not the complicated assessments, but it's all the things that have to be repeated: retrieving timesheets, getting approvals in place, updating information in multiple places, and making sure everything is done correctly every time.
When this happens automatically, you free up time for the work that is actually about people : development, dialogue, follow-up and culture. The result is not only more efficient operations, but also a better experience for both HR , managers and all employees.
A typical example is a business with around 1000 employees. Without a good HR system, it quickly takes several days each month just to collect and check timesheets. With a modern HR system, hours are recorded continuously, and the controls are built into the solution. You avoid reminders and manual follow-up work, and the quality of the data is much, much better.
Different types HR solutions
There is no one solution that fits all, and needs vary. That is why we like to distinguish between different types HR systems:
- Core data ( HR master data)
This is the very foundation; this is where all personnel information is located. - Talent management
Recruitment, onboarding, skills development and performance reviews. - payroll , time and travel
Time registration, absence management, payroll processing itself, and payment of travel expenses and expense reimbursement. - Holistic HR platforms
A holistic and fully integrated HR platform that ties everything together. Here, all the steps of the entire employee journey are covered in one solution. An example of such a platform is SAP SuccessFactors .
How to choose the right one HR -system?
To choose HR -system is not primarily about technology – but about how you want to work with HR function going forward. A good place to start is to look at your daily life as it is today: What takes the most time? Where do things stop? Where do you lack overview?
When your needs are clear, the choice becomes easier. Whether your company has a few or many employees, whether you are located in one or more countries, and whether or not you have growth plans will all influence the type of system you should choose.
Along the way, it is wise to consider questions such as:
- How does the system ensure security and GDPR?
- Can it connect seamlessly with payroll and economy?
- Is the user experience good even for employees who log in infrequently?
- Is the solution flexible and scalable as you grow or change?
Implementation in practice
One HR -system does not provide value just because it is in place. The value only comes when the solution is actually used in everyday life. This means that implementation is as much about people and working methods as it is about technology.
In practice, this means:
- That data must be correct, so that the system reflects reality
- That those who will use the system understand why the change is happening
- That the training is specific and tailored to the role – not just a general review
Many people choose to start with a smaller area or one module, giving the organization time to become confident in the solution before building further. With SAP SuccessFactors You can grow step by step, at a pace that feels right for your business.
The way forward for your business
One HR -system is more than a tool. It is an opportunity to work in a smarter, safer and more human way. You get a more seamless everyday life, a better basis for decisions and more time for what creates value: people.
Sariba has over 25 years of experience with SAP HR and SAP SuccessFactors , and helps you all the way – from needs assessment to implementation and further operation. And once the system is in place, we are still with you. With us, it is not just about “setting up the system”, but about helping you succeed with it in practice, year after year.
Frequently asked questions about HR -system
How much does an HR system cost?
It depends on the number of employees, which modules you need and which pricing model the provider offers. Most cloud-based solutions come with a per-user license.
Can the system be adapted to our industry?
Yes. Modern HR systems are configured as needed. However, it is a good idea to clarify what comes standard and what requires more customization.
How long does it take to implement?
Small projects can be in place in a few months, while larger solutions with multiple integrations, covering all HR -processes often take a little longer.
