As with any HR initiative it is essential that the success and effectiveness of the HRIMS is monitored, and any issues addressed. The most effective HRIMS is one that:
Do benefits of HRIMS outweigh the costs (time, money, resources)?
Does the time taken to enter/adjust/manipulate data justify value (accuracy/efficiency/quality) of information generated?
INTEGRATION / TECHNOLOGY
Does the HRIMS integrate with other systems effectively (e.g. payroll or finance system)?
How many glitches/issues have been reported? Does the HRIMS require an upgrade?
Or additional functionality to be effective?
REPORTING/ PLANNING / DECISION- MAKING
Is the HRIMS able to answer specific questions to assist with HR or wider organisational planning/decision-making?
Is the HRIMS able to generate real-time, adhoc reports quickly and accurately?
Is the HRIMS able to generate detailed business reports quickly and accurately?
Can managers/employees easily use HRIMS? Are managers and employees using the HRIMS?
COMMUNNICATION / RELATIONSHIPS
Has communication between HR and wider organisation improved as a result of HRIMS?
Have relationships / perceptions improved?
An organisation should determine whether a HRIMS is doing what it was put in place to do. The HRIMS, as with any HR initiative, should continue to be evaluated on a regular basis and adjustments made to suit any identified issues or gaps.