Guide

A Buyer’s Guide to HRIS: How to Find an HRIS Built for the Future

Global HR

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Eventually, every growing company outgrows spreadsheets, separate systems, and manual reporting. You need to use an HRIS (Human Resource Information System) when this time comes.

Before you start comparing HRIS solutions, you need to know how to identify a provider that has done the groundwork to understand current and future business trends so it can grow with your business and help you succeed in the future of work.

This guide will take you through the key criteria to look out for so you find the ideal solution straight off the bat.

Download your free guide and kick-start your HRIS research today.

Guide overview

When companies need an HRIS
The features an HRIS should provide
What the HRIS platforms of the future must address

FAQs

What is the difference between HRIS and HR system?

An HRIS (Human Resource Information System) is a technology solution that centralizes and manages employee data, often automating functions like payroll, benefits, and timekeeping.

An HR system is a broader term that encompasses all HR functions, including both manual processes and technology tools, which may or may not include an HRIS.

Is HRIS the same as ATS?

No, an HRIS and an ATS (Applicant Tracking System) are not the same. An HRIS manages employee data throughout the employment lifecycle, while an ATS focuses specifically on the recruitment process, helping with job postings, applicant tracking, and hiring workflows. Some HRIS solutions may include ATS features, but they serve different purposes.

What are the criteria for selecting HRIS?

Key criteria for selecting an HRIS include:

Scalability to support growth
Compliance capabilities for local and international laws
Integration with existing systems (e.g., payroll, finance)
User-friendly interface for ease of use
Reporting and analytics for insights on workforce data

How much does it cost to implement a new HRIS?

The cost of implementing a new HRIS can range widely, from $8 to $15 per employee per month, depending on the vendor, features, and company size. Initial implementation costs, including setup and data migration, can vary from a few thousand to tens of thousands of dollars.

However, Deel HR is free for all organizations, with no setup fees or monthly costs included. Use our calculator to see how much you can save.

What is an essential step in implementing a new HRIS?

An essential step in implementing a new HRIS is data migration and cleansing. Ensuring accurate, organized data transfer from previous systems is crucial to avoid issues with payroll, compliance, and other HR processes once the new HRIS is live.

Check our complementary guide for additional insights and actionable advice: Choosing HRIS Software: Free Guide by HR Professionals

What are the key considerations on choosing the best HRIS?

When choosing the best HRIS, consider:

Features that match business needs (e.g., payroll, benefits, analytics)
Compliance capabilities for required regulations
Cost-effectiveness relative to budget
Vendor support and post-implementation services
Scalability to support future growth

When should a company get an HRIS?

A company should consider getting an HRIS when administrative HR tasks become burdensome, or compliance management becomes complex, especially as the workforce grows or expands globally.

HRIS adoption is often recommended for companies with 50+ employees.

What is an example of an HRIS feature?

An example of an HRIS feature is employee self-service, allowing employees to access and update their own information, such as contact details, benefits enrollment, and time-off requests, reducing the administrative workload for HR teams.