Professional membership associations educate hundreds of thousands of Human Resource employees worldwide. At the local level, they meet regularly, usually around a luncheon and formal presentation (perhaps offering continuing education requirements). Attendees network and gossip amiably. You might be surprised how much they talk about their respective HRIS programs. More of the overheard remarks are passive than active. That is, most of them talk about what HRIS implementation changed, but few talk about where HRIS will take them.
The Society for Human Resource Management (SHRM), Human Capital Institute (HCI), and many others raise the performance bar for HR professionals. The most committed HR personnel attend and participate regularly, and a few meetings in, they begin to associate with those with similar interests and values. So, very often, membership meetings are great places to brainstorm about competitive HR information technologies.
Passive Members
Fellow members will readily share thoughts about what went right and wrong with their HRIS implementation. You can press them to discuss their pros and cons, especially when your firms are similar in size and industry sector.
If things went well, they will take ownership of the decision and explain how the new system saves time, stores accurate data, and makes everyone happy. More important, they will mention specific features that may interest you and solve some of your problems. For example, “benefits” include running payroll and administering employee group plans. But, you want to pay attention to the “features.” For example, not every HRIS service runs employee performance metrics, offers employee access across mobile platforms, or manages recruitment and talent the way you like.
If you are a potential HRIS customer, you should identify your core needs. You might have filters in mind, such as time and attendance, open enrollment, multi-location administration, and/or performance management and compensation. Once you are firm on the core, you can use the Comparehris.com Core Feature Evaluator to narrow your search for products and providers.
The evaluator tool will direct you to vendors who offer solutions to your problems and serve your needs. Having struck a deal and collaborated on the installation, you can rest confident on a job well done.
Active Members
However, you may pay more attention to the association members who don’t sit on their laurels. The active thinkers consider implementation of an HRIS product a done deal. As successful as the installation achievement may be, active minds look to what they can do next, what the system frees them to do.
HRIS solves administrative problems, but it also creates strategic opportunities. There are those who bought into HRIS for this very reason, those who discovered the options once it was in place, and those who just miss the point. So, when you listen to your colleagues chat about their HR information technology systems, connect with those who make active decisions about HRIS and chase active strategies beyond the implemented solutions.
Some professional membership associations offer sessions, research, and conferences dedicated to Human Resources and technology. They bring together the right-brained and left-brained towards integrative solutions for common needs, and they foster forums and dialog on strategic applications and futures for Human Resources management. It is worth looking at available professional associations for their strengths in HRIS analysis, research, and promotion.
