Poor HRIS systems led to employee friction with HR

The Problem:

One of the companies I worked at had a small HRIS system that was very limited in capability. It could not track employee certifications, Licenses, or annual reviews. As a result, there were many arguments between employees and HR regarding some of these elements. For example; some employees were required to have specific licenses or certifications current at all times. Many of these expired in 2 or 3 year intervals. There were quite heated debates about who was at fault when the employee’s certification lapsed with HR arguing that the employee is responsible for their own certifications and the employee arguing that HR should have at least provided a reminder since the training system provides a reminder of upcoming classes.

The Solution: 

I reached out to several HRIS platforms and found some that cater specific to non-profits. I sat through a number of demos and then pitched a final proposal the HR director, CEO, and Company Finance Officer. They all agreed to make the switch because the new system cost the same as the old system, but it came with much more capabilities and enhancements.

The Results: 

Within 3 months the new HRIS platform was deployed and all of the HRIS data was in one place, and it was able to send automated updates and alerts about pending expirations to the employee, their supervisor, and their HR rep so everyone was informed about these issues.