It’s no secret that organisations are constantly struggling to keep a check on their productivity, performance and efficiency. Investing in an Human Resource Information System (HRIS) will allow your HR operation to do just that. An HRIS will allow you to prioritise the strategic management of your workforce by reducing the need for spreadsheet wrangling and manual processes. If you’re keen to introduce HR automation into your organisation and not only save time, but reduce data errors and empower your employees, an HRIS is calling your name.




Save time and put focus on the things that matter

HR departments, especially in SMEs, can often be required to operate with a lean structure. The right HR system can assist in automating your HR processes and create space for you to put the focus back on strategic HR. An HRIS will put an end to your manual spreadsheets and long list of paper based administration along with streamlining some core operational processes such as manual leave and timesheet approvals, paper onboarding forms and review processes. An HR system will create time for you to focus on things that matter like the fundamental growth and retention of your employees.


Ensure compliance within your organisation

Without an HRIS, your business may be at risk of being non-compliant. An HR system with inbuilt and updated employment contracts will ensure that your employee’s agreements are up to date with current legislation and that their pay and leave entitlements meet national employment standards. Picking a system with inbuilt industry awards will ensure that salaries, bonuses, commissions and benefits are compliant with current award requirements.


Streamlined processes

An HRIS will allow you to put the onus back on your employees through self-service functionality. Through an HR System, your employees will add and update their own personal information, ensuring that you always have up-to-date and accurate employee data. No longer will you have to worry about paper-based onboarding forms (employment contracts, superannuation, tax file declarations, bank details, emergency contact) as these will be available in your HR platform, taking the whole onboarding process online.

Onboarding is not the only process you can take online using an HRIS. An HR system will give you the ability to streamline many more of your HR functions including leave requests, performance reviews, employee learning, one on one catch ups, coaching, safety incident reporting and approval processes.


Insightful Reporting and Analytics

Reporting insights and data comparison will be much cleaner and accurate when coming from the one system. Once implemented, your HRIS will act as your main source of truth for all HR based data such as headcount, timesheet, leave, reviews and compliance reporting.

Inbuilt reporting features will help drive meaningful and easy to interpret data, reducing the need for manual handling and complicated external spreadsheets with complex formulas.




Remote access

COVID-19 has changed the way we work. Working from home is no longer a luxury and it is now vital that businesses are fully prepared for remote working situations with very little notice. Organisations that thrived during the peak of COVID-19 in 2020 were the ones that had cloud-based technology already implemented into their business processes. Cloud based HR systems allow access from any location or device that has an internet connection without the need for clunky server and hardware setups.


Mobile app

Mobile has become the main way many people access information. Find an HRIS that has a free mobile app to make it easy for your employees to access information and submit and manage requests from their phone or tablet.


Easy implementation

The last thing you want when implementing a new system into your organisation is disruption to your BAU. Not only do you want to choose a system that is user friendly and not at all complex to set up, you should also be asking if a Project Manager will be provided to assist you with your implementation. This added resource will come with a wealth of knowledge on the HR system and will be invaluable for a smooth integration into your business.


Ongoing support

The system you choose should be easy to use and maintain, however it is imperative that you can have system support when you need it. Look for a system provider that offers support services as well as an online knowledge centre so that you have peace of mind that everything will always run as it should.



Ensuring that the HRIS you select integrates with your other business systems is important as this will mean that your data can be automatically synchronised between all platforms. The most obvious system to think about when looking at integrations is your payroll system, however you may also want to link other software services such as ATS applications, learning management systems or accounting software. The more systems you have integrated to your HRIS, the more trust you can put into knowing all your data is accurate and up to date.



With the uncertainty that the pandemic has put on businesses, it is unlikely that you are going to be comfortable being locked into a lengthy contract by your system provider. Subscription based models come with a high level of flexibility and scalability as they allow you to only pay for the number of your employees on the system and will scale with you as your business grows.


Save time partnering with an outsourced HR partner

Getting HR done doesn’t have to be a labour-intensive proposition. With automation and outsourcing, you can significantly reduce the number of hours you’re spending on repetitive HR activities, while ensuring accuracy and fulfilling compliance requirements. Partner with an outsourced HR partner and free up more time to spend on activities that add value for your business.


About Employment Innovations

Employment Innovations is one of Australia’s leading providers of employment services designed to increase productivity and ensure compliance. Its services and solutions include all the tools that every Australian small to medium sized employer needs – including workplace advice, legal services, payroll solutions, migration, human resource management and HR software.



The information provided in these blog articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact Employment Innovations for advice.