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Drive Business Value With an HRIS Strategy

Define a clear plan for HR and IT by creating an HRIS roadmap aligned to organizational priorities.

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

Our Advice

Critical Insight

A successful HRIS project requires creating an HRIS strategy and roadmap based on the alignment of HRIS goals with organizational priorities and a partnership between HR and IT.

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 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. Map current state

Map the current state, process, and technology maturity levels, and develop an HRIS environment model.

3. Gather requirements

Gather high-level requirements from stakeholders and SMEs, classify pain points, and prioritize HRIS functional areas.

4. Define future state and evaluate solutions

Define the future state, select metrics, and review solution options.

5. Finalize the roadmap and create the business case

Build an HRIS roadmap, create a risk management plan, and finalize a business case for stakeholders.

Guided Implementations

This guided implementation is an eleven call advisory process.

Guided Implementation #1 - Identify project purpose

Call #1 - Review rationale for HRIS strategy and roadmap and identify key stakeholders.
Call #2 - Discuss purpose of the HRIS project and alignment of HRIS expectation with organization and HR goals.
Call #3 - Determine project structure and scope.

Guided Implementation #2 - Map current state

Call #1 - Develop an HRIS business environment model.
Call #2 - Discuss activities to complete process and systems mapping and maturity assessment.

Guided Implementation #3 - Gather requirements

Call #1 - Prepare for requirements gathering meetings. Determine approach for collecting and analyzing information.
Call #2 - Review requirements and pain points identified and determine how to prioritize functional areas.

Guided Implementation #4 - Define future state and evaluate solutions

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

Guided Implementation #5 - Finalize the roadmap and create the business case

Call #1 - Prioritize roadmap initiatives and discuss business case preparation.
Call #2 - Tips and tricks for presenting the business case to stakeholders.

Human Resource Information Systems (HRIS) Strategy

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Course Information

  • Title: Human Resource Information Systems (HRIS) Strategy
  • Number of Course Modules: 5
  • Estimated Completion Time: 1.5 hours

Learning Outcome

Select and implement an HRIS strategy by adopting a holistic perspective of HR systems and choosing an HRIS that meets the organization’s needs and supports future goals.

Learning Objectives

By the end of this course, learners will be able to:

  • Explain how an HRIS supports HR’s shift from an administrative function to a strategic partner to the business.
  • Develop an HRIS business model based on an assessment of organizational goals, HR’s needs, technology drivers, and environmental factors.
  • Determine user needs and pain points through the requirements gathering process and select the right HRIS strategy for the organization.
  • Describe the factors involved in creating an implementation roadmap.
HRPA Certification Pre-Approved Logo

1 to 1.5 CPD hours per course.

SHRM Certification Logo

McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

HRCI Institute Recognized Provider Logo

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Course Modules

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Module 1

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Module 2

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Module 3

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Module 4

Onsite Workshop

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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: Identify Project Purpose and Map Current State

The Purpose

  • Outline the HRIS strategy purpose and goals.
  • Map the current state.

Key Benefits Achieved

  • HRIS strategy outline
  • Current-state assessment




Establish HRIS purpose.

  • HRIS purpose statement

Align business goals with HR goals and technology capabilities.


Define the scope of the HRIS strategy.

  • HRIS scope

Create the HRIS business environment model.

  • HRIS business environment model

Take an inventory of current HR processes and systems.


Map the current state of HRIS.

  • Current-state systems map

Assess current process and tech capabilities.

  • Current-state capabilities map

Module 2: Requirements Gathering: Core HR and Workforce Management

The Purpose

Determine Core HR and Workforce Management requirements.

Key Benefits Achieved

HRIS requirements




Validate Day 1 outputs with relevant SMEs.


Elicit and capture Core HR strategic requirements.

  • Core HR strategic requirements

Elicit and capture Workforce Management strategic requirements.

  • Workforce Management strategic requirements

Module 3: Requirements Gathering: Talent Management and Strategic HR

The Purpose

Determine Talent Management and Strategic HR requirements.

Key Benefits Achieved

HRIS requirements




Validate Day 1 outputs with SMEs.


Elicit and capture Talent Management strategic requirements.

  • Talent Management strategic requirements

Elicit and capture Strategic HR strategic requirements.

  • Strategic HR strategic requirements

Module 4: Finalize Project Roadmap

The Purpose

  • Prioritize the HRIS functions for the HRIS project.
  • Build a project plan.

Key Benefits Achieved

  • HRIS project roadmap




Prioritize each function from the HRIS framework.

  • Prioritized HRIS framework

Determine guiding principles for the project.

  • Guiding principles

Identify communication requirements for key stakeholders.

  • Stakeholder map

Create a risk management plan.

  • Risk management plan

Create the project roadmap.

  • Project roadmap