The first hurdle many organisations face with HRIS is simply knowing where to begin
This article was created in partnership with Dayforce.
For HR leaders across industries, 2025 is proving to be a pivotal year. With organisations under pressure to maximise operational efficiency while meeting the evolving needs of a dynamic, hybrid workforce, the role of HR has become central to business strategy.
Despite this, a recent Gartner survey of HR leaders reported that more than half (56%) of HR leaders confirmed their technology solutions and strategy do not match their current and future business needs.
And, with a crowded field of vendors, it can be challenging to distinguish between solutions and navigate through the marketing messages and buzzwords that make the search even more confusing, with features that may seem flashy but can draw attention away from their product’s shortcomings.
For HR here, it’s critical to dig deeper and understand the value each system can deliver to your organisation - not just today, but also in the future. To help HR and business leaders navigate these complexities, Dayforce is hosting a timely and essential webinar: HR Tech Demystified: A Roadmap to Choosing an HRIS and Go for Launch. This live session will explore the critical steps to selecting, implementing, and scaling HRIS systems that deliver real value - not just shiny features.
This webinar will unpack the most important attributes to look for in a modern HRIS, including:
· A unified solution that offers a single source of truth and delivers actionable insights in real time.
· Purpose-driven innovation, not just repackaged features with little strategic relevance.
· Scalable compliance tools that keep pace with regulatory complexity across regions.
· An employee-centric experience that empowers users, enhances engagement and supports wellness.
Because selecting the solution isn’t the end, as many factors influence the next stage. HR leaders must consider one core component here - just how ready is your organisation for change? According to research by Josh Bersin & Associates, 42% of HR tech projects fail after two years, while Sapient Insights Group’s 2023-2024 HR Systems Survey reports that only 13% of respondents believed their implementation exceeded expectations.
According to Dayforce, key items when evaluating HRIS providers include;
· Unified solution: A solution that delivers deeper insights about your people and processes should be a top consideration in your HCM strategy. Shifting to a more holistic approach to HCM can help have a single source of truth to provide real-time insights about their employees.
· Purpose and innovation: Your HRIS partner should be a true innovator that constantly strives to continue innovating and help add quantifiable value at every level of your organisation. Be cautious of the ones that market cool and flashy features as innovation, because there’s a risk that they’re simple features wrapped in shiny packaging.
· Intelligent insights: A quality HRIS will deliver real-time reporting tools and intelligent analytics that help you continually improve your business.
· Complexity and compliance: The world of work is getting more complicated every day, and your HRIS should help reduce errors and risk while prioritising privacy and security to help you operate your organisation with confidence.
· Employee focus: HRIS should improve employee experience, helping boost engagement, productivity, and performance. Consider solutions that support internal talent development, deliver technology that empowers employees with tools that provide convenience, enable flexibility, and support wellness while providing leaders with the data they need to make smarter decisions.
“Once you have signed with the vendor and started implementation, it’s important invest in change management activities before, during, and after implementation, as the HRIS technology you have acquired are now mission-critical systems for business success,” added Dayforce’s team.
“Adopting a phased approach can be helpful, from defining the success of the project before implementation, unifying and consulting all project stakeholders and properly addressing requirements for each of these groups within your organisation during implementation, articulating what would change with regard to the new solution, and training for users of all levels on how to use the new system, and reviewing all change management activities and phases to recognise wins and gain insights on what could be improved as you continue to use your new HRIS.”
With the right approach, your HRIS project can go from a departmental upgrade to a transformative initiative with cross-functional impact. This exclusive upcoming Dayforce webinar will offer guidance on how to streamline platforms, reduce friction and focus on what matters most - delivering value to both the business and its people.
Register for free here.
