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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.

  • 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.

Drive Business Value With an HRIS Strategy

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.


Human Resource Information Systems (HRIS) Strategy


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1 to 1.5 CPD hours per course.

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

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HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.

How to complete this course:

Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.

  • 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.
An active membership is required to access McLean Academy

Course Modules

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Introduction

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Module 1

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Module 2

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Module 3

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Module 4


Workshop: Drive Business Value With an HRIS Strategy

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

Activities

Outputs

1.1

Establish HRIS purpose.

  • HRIS purpose statement
1.2

Align business goals with HR goals and technology capabilities.

1.3

Define the scope of the HRIS strategy.

  • HRIS scope
1.4

Create the HRIS business environment model.

  • HRIS business environment model
1.5

Take an inventory of current HR processes and systems.

1.6

Map the current state of HRIS.

  • Current-state systems map
1.7

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

Activities

Outputs

2.1

Validate Day 1 outputs with relevant SMEs.

2.2

Elicit and capture Core HR strategic requirements.

  • Core HR strategic requirements
2.3

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

Activities

Outputs

3.1

Validate Day 1 outputs with SMEs.

3.2

Elicit and capture Talent Management strategic requirements.

  • Talent Management strategic requirements
3.3

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

Activities

Outputs

4.1

Prioritize each function from the HRIS framework.

  • Prioritized HRIS framework
4.2

Determine guiding principles for the project.

  • Guiding principles
4.3

Identify communication requirements for key stakeholders.

  • Stakeholder map
4.4

Create a risk management plan.

  • Risk management plan
4.5

Create the project roadmap.

  • Project roadmap

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Try Our Guided Implementations

Get the help you need in this 5-phase advisory process. You'll receive 11 touchpoints with our researchers, all included in your membership.

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.

Contributors

  • 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