HRIS processes data but it does not train. It is a resource and tool that you can use to strategize training outcomes when you pursue the ways HRIS supports your training goals.
Successful training clarifies its intent, engages its users, and produces desired outcomes. You need to focus on three functions: application, context, and metrics – all of which HRIS supports.
1. Application
The workforce does not like theory. Promises and ideals are a reach. They like practical applications. They want connection to and linkage to their actual work. They are pragmatic and value what’s in it for them.
HRIS data offers information that provides that link. When you tie the training matter and means to the performance goals and targets in their work path, you give them something to walk away with. For example, the data can display (in any number of formats) their individual and team role in current and future performance processes.
2. Context
Everything in the workplace has a history. All performance happens in the context of past and future work. The workforce sees things better when they are framed in terms of how things led to current success or failure and how their individual and team performance can make a difference to their individual and team goals.
HRIS provides a big data context. It has all the names, numbers, and specifics you need to make a snapshot of the “big picture.” Well used, the data will inform, engage, and instruct when it visualizes the specific employee in the corporate scenario. In doing so, it populates the bigger picture making performance part of the strategic model.
3. Metrics
HRIS will easily score participation. But, it also provides the potential to drill down into those scores from numerous angles and to decisive depths. Its systems will score against the individual’s past and current record. It will integrate those scores across a team and/or organizational function, and it will align those metrics with corporate goals.
However, this utility depends on your choice of metrics. HRIS provides myriad means and measures, but between you and your HRIS vendor, you can devise the most meaningful metrics for your industry sector and workforce size. All those with “needs to know” can observe and share results and cross integration. For example, when metrics show analytics that indicate performance needs in shipping and fulfillment, your trainers can target that department’s workforce to step up or redirect its performance to serve related functions across functional silos. Workers, operations, and executive management can all see the metrics that make a difference to them.
The potential in HRIS deserves able management that understands and exploits its content and ability. It is not just another piece of office equipment. It aids and partners in helping you and those on your watch to align and forge ahead. These are three examples of how HRIS supports your training, but these means still require your able and assertive management.
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