How much does it cost to manage employee leave and absence? The processing of expense reports? The production of a payroll? Whether you are an SME or an ETI, the administrative management of a company is a significant cost center. Both vis-à-vis the time spent carrying out this succession of micro-tasks, and the consequences of errors to which it may be subject.
It is interesting to note that in many companies, the implementation of a Human Resources Management Information System (or HRIS) makes all the difference. Although the use of HR software does not eliminate the tasks to be performed, it greatly simplifies their processing and makes it possible to control the costs inherent in administrative management.
Between the processing of paper requests, the reporting of leave accounts on Excel files, the updating of schedules, the transmission of payroll information, etc. An HR assistant from an SME (without HRIS) indicates that between 60 and 80% of a full-time job just to manage leave and monitor employee absences.
With an HRIS, the company decentralizes data entry. The employee becomes responsible for it and can enter their information directly (leave requests, expenses incurred, hours worked, etc.) into the software. No more re-entry for the manager or the HR department who only supervise the process. They are notified by email as soon as a procedure requires their action.
By documenting and automating the administrative processes to be followed, employees can reallocate the time they previously spent on carrying out these tasks to missions with high added value.
Adjustments, increases, industrial tribunal decision… so many sanctions that can occur in the event of errors in the calculation of social security contributions, reimbursement of expense reports, management of employee leave…
The HRIS undeniably limits the possibility of making mistakes in the information transmitted to the employee and to the administrations. It reduces the number of re-entries and therefore the possibility of making errors during reports. It centralizes, logs and then archives the information related to the activity of each employee, thus making it possible to have HR files and up-to-date counters in real time.
An HRIS also helps you comply with applicable regulations. Some modules, for example, give the possibility of declaring their hours worked as required by article D. 3171-8 of the Labor Code or even of launching professional interview campaigns as required by the law of March 5, 2014 relating to professional training.
Data theft is a growing threat to businesses. Its average cost is estimated at just over .2 million.
HRIS publishers reduce the risk of hacking for their customers by securing access to tools, the hosting of the sensitive data they collect (identity of employees, bank details, social security number, etc.) and software infrastructure.