close  video close icon

Roubler FAQ

What are the benefits of a HRIMS?

When a HRIMS is designed and utilised successfully it can prove a powerful and critical tool, aiding HR to perform a more efficient, effective and strategic role in the organisation.

A successful HRIMS can assist with planning and decision-making, with the aim of ultimately increasing performance and productivity. The ability to collect, measure, analyse and report on workforce information and data can have positive effects of strategic, operational and administrative processes for organisations, managers, employees and HR. Some of these benefits for key stakeholder groups are listed below.

FOR ORGANISATIONS:

  • Assists with compliance/reporting requirements of local, state and federal legislation
  • Reduction in administration and other overhead costs across the organisation
  • Employee and other workplace data can be stored securely (better meeting privacy laws), and easily accessed by those who are granted permissions (HR, senior and line managers)
  • Provides a tool for developing closer links between HR management and planning, and a communication platform for HR managers, line managers and senior management
  • Workforce trends can be monitored and addressed (e.g. external labour market, employee absence, turnover, wastage and career paths), and benchmarking activities undertaken
  • Future costs of targeted initiatives can be determined
  • Potential for better globalisation for geographically dispersed or multi-national companies, as all staff have access to same system and same information channels.

FOR MANAGERS:

  • Direct access to current employee information and data to better monitor individual and/or group performance (e.g. leave, absences, performance ratings/comments)
  • Direct access to work area data to assist with evaluation of programs or policies, and/or day-to-day operational issues
  • Support strategic decision making (decisions related to both people and processes).

FOR EMPLOYEES:

  • Ability to review and check accuracy of own information and data (e.g. pay, leave balances)
  • Ability to update own information and data as required (e.g. leave requests, personal contact details)
  • Some systems also allow for employees to connect with their manager or HR team online for confidential advice and assistance.

FOR HR:

  • More time to focus on strategic initiatives – less time tending to staff enquiries and workforce reporting preparation
  • Improved HR planning and initiative development (better alignment to business needs)
  • More efficient processing – focus on checking data, rather than preparing
  • Faster response times, more accurate information, less opportunity for human error
  • Direct access to work area data to assist with evaluation of programs or policies, and/or day-to-day operational issues

Streamlining and standardisation of HR processes saving time, money and confusion with team and across organisation (thus improving relationships between HR and other staff).

x