5 myths about online cloud-based HRIS

HRIS System

HR on Cloud

What are the key benefits of a cloud-based HRIS system?

All organizations are plagued with talent shortages and need top talent with minimal effort, time and cost to meet their business objectives. Cloud based HRIS systems help in achieving optimal output from the existing workforce, accelerate productivity and align an individual or team to overall business objective. Further they can help simplify the HR workflows and act as an enabler for streamlining operations.

However, many HR professionals feel threatened with the rapid adoption of modern cloud-based HR technology and there are many myths associated with such platforms. As we inch closer towards the end of 2015, let us explore the key myths which prevent companies from moving to such systems.

Technology causes loss of human touch

This isn’t true at all! In fact, technology helps you connect.

Effective use of technology can eliminate “corporate silos” that created barriers between departments and offices at different locations. Using a cloud-based HRIS system, employees can search and reach out to other employees with similar work profiles, interests and goals. Employees can also find experts or mentors who can help find solutions to problems, queries, career challenges etc.

By centralizing organization objectives managers can effectively communicate business strategy and create measurable goals that are aligned across the organization. Hence centralization of data that is accessible to all employees can be a strong enabler in connecting people in your organization.

Cloud-based HRIS software requires specific tech expertise

You don’t need to attend business school to learn how to use social media tools such as Twitter, Drop box, Facebook or LinkedIn. These platforms are extremely user-friendly and so is the modern HRIS system.

All leading HRIS systems have been designed and developed around the way you work and help make your people operations easier. There are 100s of configuration options (most of them pre-configured as per industry best practices) that allow you to configure the system as per your specific needs and requires virtually no support from your IT teams.

A good HRIS system provides Single Sign On, email integration, configurable workflows, on line help, mobile access, configurable reporting and many other features to allow your employees to start using product immediately.

Cloud software is good only if you have more than a specific number of employees

This is one of the biggest myths. Modern HR technology is for one and all. Deployment of your data on a cloud-based HRIS system means you will always have real-time access to the latest information on employees, howsoever big or small your company is.

You will be able to take data based decisions whether they relate to compliance or skill inventory, employee availability or exits or any of the other information related to employees. All information is real-time and as your company size increases, this repository of information will help you quickly predict the key bottlenecks in achieving your business targets.

We would typically recommend that the best time to start implementing a cloud based HRIS System is when you are about 10-15 employees.

Technology can replace HR

Technology can streamline operations, help you focus on strategy and make decision making easier but cannot replace YOU. For example, technology can streamline and simplify the onboarding process, but cannot welcome a new hire or manage a face-to-face interaction. Technology can provide analytics but only an experienced HR professional can interpret it correctly. In the nutshell, HR Tech exists because HR leaders exist.

In the words of Steve Boese, Co-chair of the HR Technology Conference, advanced technologies or other forms of automation allows HR leaders to shift time and effort into higher value activities such as leadership development, succession planning or workforce analytics.

Your business data is at risk

We have already discussed the vulnerability of business data and suggested possible solutions in our last blog post. In the due process of safeguarding business and HRIS data, first of all, you should analyze the characteristic of data which needs to be protected. You may need to embrace different safety standards for different types of data which includes compensation, productivity, performance ratings and hiring information.

Leading cloud-based HRIS systems store data in encrypted format and have built in access rules to allow or prevent access to different types of employee data. In addition, they provide standardized API to allow integration with your internal systems in an automated manner such that you do not have to move data on spreadsheets or emails – both susceptible to data loss.


The right HRIS System, if implemented correctly, can add measurable value to HR operations. Such systems have opened a new window of opportunity for HR leaders to allow them to contribute to strategic business objectives instead of spending a majority of their time in managing transactions. As a leading HR technology provider, we understand your needs and are available to discuss how we can help you meet them.

TAGS: Cloud HR, Employee Engagement, Employee Productivity, HR, HR Analytics, HR Software, HR Technology, Hris system, Performance Management

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