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Drive Business Value With an HRIS Strategy

An HRIS roadmap that is aligned with your organization’s priorities provides a clear path forward for both HR and IT.

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  • Francesca Bartha, Sr. Manager, HR Systems Solutions, KPMG
  • Corrado Chiaramida, Sr. Manager, Network Learning Business Management, Telecommunications company
  • Larry Dean, IT Director Hastings County
  • Debbie Elliott, Principal Consultant, Elliott D & Associates
  • Marlon Herry, Enterprise Applications Manager, University of Trinidad and Tobago
  • Jim Meier, Director of Global Projects, Barry-Wehmiller
  • David Piazza, VP, Applications Practice, Info-Tech Research Group
  • Harjas Rai, Sr. HR Business Partner, Media company
  • Atif Siddiqui, Sr. Partner, Cloud HCM, GroupeX
  • Kim Townes, HR Director, Royal Victoria Regional Health Centre

Your Challenge

  • Human resource information systems (HRIS) are often deemed ineffective in achieving corporate business objectives.
  • HR and IT leaders struggle to craft a right-sized strategy that meets business needs. Some overinvest in platforms, while others underinvest in lightweight, point-to-point solutions. Finding the sweet spot between full-suite and lightweight functionality is no easy task.

Our Advice

Critical Insight

  • Align HRIS goals with the business. HR needs to positional itself as a strategic partner before embarking on an HRIS initiative and selecting a software.
  • Communication is key. Often, HR and IT speak different languages. Engage stakeholder groups early.
  • Plan where you want to go. Designing a roadmap based on clear requirements, alignment with the business, and an understanding of priorities will contribute to success.

Impact and Result

  • Adopt a holistic perspective of HR systems. Evaluate the current state of your organization’s HRIS, understand pain points, and identify ideal processes prior to choosing a solution.
  • Evaluate and select a solution that not only mitigates current pains, but also supports future goals and objectives.
  • Develop a practical roadmap that the whole organization can buy into, and engage and equip HR with decision-making tools to meet business objectives and drive business strategy.

Research & Tools

2. Design the future state

Gather high-level requirements to determine the ideal future state and explore solution alternatives.

3. Finalize the roadmap

Identify roadmap initiatives and prioritize initiatives based on importance and effort.

Guided Implementations

This guided implementation is an eight call advisory process.

Guided Implementation #1 - Conduct an environmental scan

Call #1 - Understand the importance of an HRIS strategy.
Call #2 - Structure the project. Choose the project team and finalize the project charter.
Call #3 - Align HR objectives with corporate objectives. Create a business model to identify HRIS drivers, barriers, and enablers.

Guided Implementation #2 - Design the future state

Call #1 - Analyze and classify requirements.
Call #2 - Identify process owners, guiding principles, and metrics for future processes. ​
Call #3 - Understand solution alternatives and the implications of each.

Guided Implementation #3 - Create the roadmap and finalize the deliverable

Call #1 - Prioritize roadmap initiatives. Identify dependencies and assign ownership.
Call #2 - Learn tips and tricks for presenting the final deliverable to stakeholders.

Onsite Workshop

Discuss This Workshop

Book Your Workshop

Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Conduct an Environmental Scan

The Purpose

  • Understand the importance of creating an HRIS strategy before proceeding with software selection and implementation.
  • Set expectations for the HRIS strategy and understand McLean & Company’s HRIS methodology.

Key Benefits Achieved

  • A go/no-go decision on the project appropriateness.
  • Project stakeholders identified.
  • Project team created.
  • Finalized project charter to gain buy-in.




Establish HRIS vision.

  • Established project vision.

Define the scope of the HRIS strategy.

  • Determined scope of HRIS strategy.

Create the project team.


Build a RACI chart.

  • Defined project roles and responsibilities.

Create the HRIS business model.

  • Completed HRIS business model.

Align business goals with HR goals and technology capabilities.

  • Strategy alignment between HR and the business.

Map the current state of HRIS.

  • Completed current state map and thorough understanding of the HR technology landscape.

Assess current process capabilities.

Module 2: Design the Future State

The Purpose

  • Gain a thorough understanding of the HRIS-related pains felt throughout the organization.
  • Use stakeholder-identified pains to directly inform the HRIS strategy and long-term solution.
  • Visualize your ideal processes and realize the art of the possible.

Key Benefits Achieved

  • Requirements to strengthen the business case and inform the strategy.
  • The art of the possible.




Classify pain points.

  • Pain points classified by data, people, process, and technology.

Sketch the ideal process.

  • Ideal future process vision.

Establish process owners.

  • Assigned process owners, guiding principles, and metrics for each HR process in scope.

Module 3: Finalize Roadmap and Deliverable

The Purpose

Brainstorm and prioritize short- and long-term HRIS tasks.

Key Benefits Achieved

Understand next steps for the HRIS project.




Create a risk management plan.

  • Completed risk management plan.

Brainstorm HRIS initiatives.

  • Brainstormed HRIS initiatives.

Identify dependencies and enabling projects.

  • Identified dependencies and enabling projects.

Build an implementation roadmap.


Complete the implementation roadmap.

  • Completed implementation roadmap.