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Choosing The Right HRIS Solution: T3Workforce Has The Answer

Updated: Aug 11

A discussion on recruiting, onboarding, compensation and benefits, compliance and employee engagement invariably calls to mind the sanctioned role of Human Resources (HR) as we have traditionally known it. To most of us, HR is a division that manages employee life cycles and yet, we often continue to consider it as a department that is disconnected from organizational decision-making. Across industries, businesses of all sizes are turning to specialized HR technology companies to revolutionize the way their HR divisions run. However, the search for the appropriate solution to reduce HR’s transactional burden still proves to be a formidable task for many. Without a defined approach to streamlining and automating repetitive and resource-intensive HR tasks, organizations can get entangled in a pile of features and end up selecting systems that they may later find overwhelming for their use.


A surefire way to avoid feature fatigue is by identifying your business’ pain points and formulating your organization culture. A company’s culture is what lends it its personality. Whether it is an industry giant, a growing business or a start-up, a shared organizational culture is what attracts the right talent. While right candidates can revitalize businesses, wrong hires can consume valuable headspace, adding to your existing pain points. Hence, we must acknowledge the need for HR departments to evolve from their transactional, reactive role to be more strategically connected to organizational decision-making. Maintaining a suitably skilled workforce also involves continued efforts to hone and retain top talent. An effective Human Resource Management System (HRMS) is a sophisticated solution that facilitates HR departments to create the right combination of strategic management and human capital development to create a competitive advantage for businesses. It includes Human Resource Information System (HRIS) and HR operations.

 

Entry-level HRIS platforms can manage job-specific data, basic contract details, and personal information. A slightly-evolved HRIS may offer supplementary data collection features including emergency contact information, state-issued ID details, social security number, contract specifications, term validity, multiple IDs including those of dependents, visa information, and so on. Some advanced HRIS platforms seek to incorporate HR operations as well in its gamut. Such systems may be used with a fair share of success in decentralized HR operations that treat HR information as a centralized function.

 

However, a certain section of industry experts believe HRIS should not overstretch; and that HR information and HR operations should ideally be managed separately for better outcomes. They believe HR operations involve critical activities within an organization that promote industry best practices and systematize HR standards across divisions. Therefore, in organizations where the scope of HR services is vast, they recommend a dedicated HR operation module, which comes with defined access levels, enhanced data protection, and well-designed organizational structures – a module that can serve as an add-on solution to an existing HRIS. The same logic works to steer clear of HRIS platforms that claim to come bundled with workforce management features. Workforce management, like HR operations, is an integrated set of processes that entail scheduling, time and attendance, regulatory compliance, and much more. Considering the scope of this activity, bigger organizations consider it prudent to invest in a separate workforce management module that helps implement policies and practices in a way that propels their business. It may, therefore, be safe to deduce that an ideal HRIS complements HR operations (centralized or otherwise), helps promote the organization’s people strategy, and drives up process efficiency.

 

Mahendra Chauhan, Founder and Innovator, T3 Workforce, a provider of human resource and workforce transformation platform, says, “Availability of data and the way companies choose to use it often defines the success of an HRIS. While most HRIS platforms are designed to enable improved workforce management and productivity, accessing and optimizing the available information correctly is what enables decision-makers to play to their strengths. We focus on providing organizations with flexible, adaptive solutions that allow transformative benefits that organizations truly need.”

 

The T3 Workforce platform enables companies to:

  • Expedite recurring tasks through automation

  • Enable smoother onboarding and offboarding experience

  • Aid efficient dissemination of communication related to company policies

  • Facilitate improved timesheet, leave, and attendance management

  • Enhance engagement through employee and manager self-service options

The core value of the solution is to enable decision-makers to leverage the available information and derive organizational insights. For instance, information on workforce size, location-wise skill strengths, types of contracts and FTE can help decision-makers evaluate their present workforce and identify skill gaps. Adding a fresh dimension to the scope of its platform, T3 is carefully looking at enabling organizations to manage skills – professional as well as functional – that are essential for driving tactical, operational, and big-picture goals.

While T3 Workforce acknowledges the power of data, it simultaneously recognizes the need to keep this data uncluttered, well-structured, and protected to enable an efficient interaction between employees and organizations while providing HR professionals with the elbow room for strategic and high-value responsibilities. Mahendra believes the industry type, organization size, and operating geography are factors that influence the choice of an HRIS. He says,

Ideally, if the employee size is greater than 100, companies should consider having an HRIS solution, if not an HRMS. T3 Workforce is designed to enable data benefits and well-deliberated features to be passed onto the primary stakeholders – the employees, managers, HR executives, and decision-makers."

Equipped with an intelligent HRIS that comes with an intuitive interface, scalable features, and smart access to direct and real-time employee data, T3 Workforce can help organizations create clear business strategies that are aligned perfectly with their revenue goals.

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