It’s best to separate your HRIS from your people development efforts - here’s why

Performance management is an essential part of any organization, and most HR Information Systems (HRIS) come with add-ons that promise to streamline the process. While it may seem like a good idea to opt for the add-on to keep everything in one place, investing in a separate software focused on people development can be a more strategic move. Here's why:

1. Employee perception is lacking when it comes to HRIS. 

Unfortunately, HR tends to be a department that employees want to avoid. A study from CareerBliss showed that only 7% of workers believe that HR looks out for them. 

Due to this, the perception around HR spills over to the software - it’s not built for employees, but for compliance. 

At the heart of people development is growth and learning.

If the only place where that happens is in a clunky and somewhat isolating HRIS platform, your team may not want to engage.

And when 94% of employees say that they would stay at a company longer if it invested in their career development (LinkedIn), we can't afford to have a development platform that our employees don't utilize.

If you want to change the conversation around growth and development and foster a culture where employees trust their boss, and can give and receive feedback in a healthy way, you have to separate HRIS software and development software.

2. Each platform has different goals and objectives. 

HRIS software is designed to manage and automate administrative tasks related to HR, such as payroll, benefits, and compliance, and it’s mostly used by HR professionals.

From a completely different perspective, people development software is focused on providing learning and development opportunities to employees. These two systems have different goals and objectives, and integrating them can result in a complex and confusing system.

Promotions, feedback, improvement, and growth are all part of HR but they’re supported by a very different process on the people development side. Splitting the two is not only a better user experience for your team, but it also shows just how important you believe your investment in their development is.

3. An intentional focus on employee development leads to improved engagement and retention.

When employees feel supported by their organization, they are more likely to be engaged and less likely to leave. Belonging is at the top of the most recent Global Human Capital Trends survey with 93% of survey respondents agreeing that a sense of belonging drives organizational performance.

Software that prioritizes people development sends a message to employees that their growth and development are valued, providing them with a sense of belonging. This software also allows for regular check-ins, helping employees to understand how their role directly impacts the overall mission of your organization. 

Employee development is a critical aspect of a healthy organizational culture. By investing in the growth and development of your employees, you can improve their skills, knowledge, and engagement, which ultimately leads to increased productivity, better job performance, and reduced turnover.

At Leadr, we have compiled all the tools that you need to start investing in your teams today. Request a demo to learn more about how our people development software can help your organization thrive by putting the focus back on your people.