A complicated problem need not always require a complicated answer. Nowhere is this fact truer than in the HR world. Regardless of how a situation develops or how contradictory the statements made by employees, the problems usually involve a breach of company policy or of the law and prudent companies have already dictated how a manager should deal with these eventualities.
Implementation of the policies then becomes the problem. A company managerial handbook may be vague or an inexperienced manager may not understand the ramifications of what he is doing. The business owner may be deluged with questions if he is the “HR person” or he may be unavailable at the necessary time. The problem may even be ignored if it becomes suitably problematic. In any case, the issue may not be resolved properly and the company is left exposed to legal claims or accusations of bias.
An HRIS can affordably and easily address these problems. It can act as a storehouse of information and documents, it can outline the appropriate steps for any situation, it can be an “HR Checklist” for your company and it is available at any time of the day or night. While an HRIS can never replace the “HR person,” it can remember the simple things and certainly relieve some of the strain.
