Running an HR department at a large company can often feel like spinning plates. Between handling tasks like automated payroll, compliance tracking, and employee self-service requests, there is always one thing or another that needs immediate attention.
A Human Resources Information System (HRIS) for large companies helps put those pieces together, giving HR leaders a single system to keep things steady.
These systems don’t play the exact same functional role because vendors offer specialized features for various needs. Some might be built to handle payroll globally along with administrative records, while others predominantly focus on time and attendance tracking. However, the choice ultimately depends on your needs and requirements.
For large companies, the real test is whether the system is capable of scaling with the business or not. Can it protect sensitive data while adhering to necessary compliance? And does it offer the functionalities that support your business to grow smoothly?
This guide cuts through the noise by discussing the expert insights and key features to help you find the right HRIS for large companies.
An HRIS system is HR software that enables organizations to manage employee records, maintain workplace policies and procedures, while ensuring compliance with regulations. For large companies, it creates one reliable platform for HR teams to work from and allows them to access all the data without any hassles.
Beyond just storing data, it also helps them to coordinate processes with each other across various locations and departments. This significantly helps businesses move forward without facing any unnecessary roadblocks.
Core Functionalities Of HRIS For Large Companies
Before you go ahead and sign up for a software, you need to first know more about its core functionalities and how they can contribute to your enterprise. Below, we have mentioned some of the most important features that can help you stay ahead of the competition.
Employee Data Management
Employee data management refers to the collecting, organizing, and storing employee data. It is one of the most sought-after features of any HRIS because it allows businesses to reduce paperwork, keep the information updated, and enhance the searchability and accessibility of data.
Payroll Processing
The feature automates the pay process of an organization’s employees. The system calculates pay across different countries. It also manages varying tax rules while keeping benefits in check. This way, HR can run payroll from a single dashboard instead of combining several local systems
Compliance And Audit Management
Keeping up with different labor laws along with the company policies can be tricky at times. This is particularly a recurring issue with large organizations. However, a good HRIS can turn things around by keeping everything in one place. This includes employment documents and updates on regulations. This way, you won’t have to scramble the audits and can help the team stay on top of compliance without extra stress.
Workforce Planning And Insights
An enterprise has to manage a large number of employees. This also means thousands of resources are on payroll, so it could get overwhelming for you to keep track of who’s needed and where. This is where a reliable HRIS comes into play to clear up the fog by showing you real-time headcounts and vacant positions across departments. It also provides you with reports while maintaining the official organizational hierarchy and keeping staffing records accurate.
Time And Attendance Oversight
Tracking hours across a large company can be a bit hectic. However, a solid HRIS keeps everything in order from logging time to managing leave automatically. This reduces errors significantly while keeping daily operations running smoothly without the usual back and forth.
Once you employ the right HRIS that aligns perfectly with your workflow, you will start seeing improvements and the following benefits within your team and organization:
Stronger Employee Experience
In enterprise-grade businesses, employees can easily feel like just another name on the payroll. This is where HRIS steps in and turns things around. It streamlines requests and automates approvals. Plus, the software lets people handle simple tasks themselves without jumping through hoops.
Improved Compliance And Audit Readiness
It can feel like you are walking on a tightrope when you have to keep up with shifting labor laws and tax rules across countries. One wrong move and it could cost you a fortune. An HRIS keeps things straight by updating compliance data automatically, tracking changes, and stores records securely. This way, when audits start taking place, HR is not left scrambling because everything is already taken care of.
Reduced Administrative Load
For a human resource professional, one of the most overwhelming things is sorting through the piled-up paperwork. Between forms and updates, there’s barely ever a time left for productive work. But by using HRIS, you can automate repetitive tasks and keep records updated. It allows HR teams to focus on people and strategy instead of getting lost in spreadsheets. As a matter of fact, 60% of HR professionals have reported that automation saves them at least 10 hours per week.
Seamless Global Collaboration
With different teams spread across the world, it gets a bit difficult to keep communication and collaboration intact. This can end up creating several issues, delayed work, and miscommunicated assignments. The right HRIS, however, can connect local HR offices and central HR team through a shared system. It brings everyone on the same page, and this consistency keeps operations running globally, no matter where the teams sit.
While looking for the right HRIS for large companies, you might get caught up in buzzwords like ‘automation’ and ‘intuitive user interface’. Of course, these features are quite important, but they are not the only thing to take into account while making this crucial decision. Here are some steps you can take in order to choose an HRIS for your company:
Step 1: Assess Your Organization's Needs
Try to identify specific needs that a global HRIS can address for you. These could be features like multi-country payroll management, workforce analytics, data centralization, or advanced role-based access controls. Determine which HR tasks are the most crucial to your company and where your organization or current system currently falls short.
Step 2: Consider Long-Term HR Goals
What are your long-term HR goals? And how can a system support it across different regions or business units? Before you sign a deal with a vendor, make sure the platform you have selected can adapt to future expansion, evolving compliance regulations, and global workforce diversity. There is no gain in installing software that doesn’t exactly support your company’s long-term goals. It should be able to support your broader HR management vision and strategy.
Step 3: Evaluate Your Budget
Cost matters, even if you are a large company. Look beyond the price tag and consider the total cost of ownership. This is the accumulated price of setup, training, implementation, maintenance, and scaling. The right software should pay for itself by reducing errors and manual labor. Think of it as an investment that should bring more revenue to your company as it continues to grow.
Step 4: Weigh Your Options
Do your market research, check out what other companies are talking about HRIS, and compare their best features side-by-side. Look at their customer support and add-ons. Shortlist the vendors that meet your specific requirements and consider requesting demos to test their functionalities.
The rapid expansion of global use of HRIS is quite evident from the recent report conducted on the subject. According to Grand View Research, the software market size was estimated at $16.43 billion in 2023 and is projected to reach $36.62 billion by 2030. To further break it down by organization size, the large enterprise segment held the highest revenue share in 2023. This pronounced interest underscores a strategic move toward a centralized HR data system that can grow and manage compliance related requirements in local and international settings.
As highlighted by Fortune Business Insights, this growth is highly driven by the increasing adoption of Generative AI tools. Companies using these tools have shown a positive impact on their workforce and operational efficiency. This means fewer manual processes and faster decision-making with broader visibility into employee data. All of it can be done from a single dashboard.
One prominent trend that has been seen in this shift is how these systems are used. More than 60% of large companies now rely on cloud-based HRIS platforms, moving away from the traditional on-premise setups. In favor of flexibility and the rise of hybrid work environments, mobile-first HRIS platforms are also in high demand. Cloud-based systems and mobile apps allow employees to access HR-specific functionalities from anywhere, anytime. This saves time and costs spent on manual labor. Moreover, it leads to faster responses and improved engagement with a more connected workforce.
What Users Have To Say About HRIS For Large Companies?
HRIS for large companies has gained quite popularity in recent years; however, users have often reported issues with reporting, lack of product depth, and the overall cost of implementation. Despite these challenges, users have highlighted their solid customer support, customization, mobile app, and user-friendly interface.
HRIS for large companies offers various benefits, while keeping your needs and requirements under consideration. Make sure you identify which features your team requires to operate smoothly so you can start looking for a platform that bridges the gap and equips you with the core functionalities needed to increase workflow efficiency.
Additionally, you need to be aware of the current trends in order to find the one that scales with your company. You can use this guide to determine which type of software you need so you can help your company on a global level to perform well without any roadblocks.