The advancement of technology and the highly competitive offer of HR software tools have changed the way organisations practice HR management across all functions. Human Resources, a critical pillar of any organisation, has witnessed a profound transformation with the integration of Human Resource Information Systems (HRIS). Yet, amid this technological transformation, a curious fallacy has taken root within hiring circles—the notion that HR professionals unfamiliar with a specific HRIS are inherently incompetent.
While HRIS undeniably plays an important role in streamlining HR operations, reducing administrative burden, and facilitating data-driven decision-making, it is vital to understand that HR competency encompasses a broader skill set than mere software usage. Beyond the HRIS, HR professionals hold responsibilities that range from talent acquisition and employee relations, to organisational development and strategic leadership. Hence, the true measure of HR competency lies not solely in using an HRIS but in learning agility, adaptability, and understanding of people and organisational dynamics.
HRIS Familiarity as a Competency Indicator
The hypothesis connecting familiarity with specific HRIS to HR competence oversimplifies and neglects the intricate role of HR professionals in organisations today. In practice, HR encompasses multidisciplinary functions. Competent HR professionals, far from being limited by their HRIS knowledge, possess skills that deliver solutions beyond software operation. The rapid advancement of HRIS systems, each with distinct features and interfaces, makes the requirement ‘prior familiarity with our HRIS is a must’ less substantial indicator of HR capability.
HR professionals bring a wealth of expertise acquired through extensive work in diverse roles. This career journey exposes them to a variety of HRIS platforms, each presenting unique features and set of skills. Their ability to use these systems reflect an inherent adaptability of HR competence that extends well beyond one software tool.
The Learning Curve
Contrary to the scepticism about the learning curve of new HRIS, experience demonstrates that adept HR professionals can adopt a new system in as little as one to two days. This rapid adoption of a new software is enabled by the existing transferable skills, which facilitate learning. Commonalities among different HRIS also expedite the learning process. The availability of online resources and user-friendly interfaces shortens the learning curve additionally.
Adaptability and Learning Agility
Adaptability facilitates embracing new software tools and integrating them into organisational workflows. Experienced HR professionals, well-versed in technology transitions, are adept at guiding organisations through these digital changes, ensuring that technology serves as an enabler rather than a constraint to performance.
Real-world examples illustrate the fallacy of the HRIS competency hypothesis. Consider the case of Sarah, an HR professional with over two decades of experience in various organisations. I met Sarah when I worked on a short-term contract with a marketing agency. Despite lacking prior exposure to the specific HRIS adopted by her new company, Sarah embraced the new system from day one. Remarkably, by day two, she was already using it confidently. Her success was not accidental. It resulted from her proactive mindset, a zest for learning and a history of mastering different software tools. Sarah’s proficiency in utilising a variety of HRIS platforms in her previous roles significantly contributed to her rapid mastery of the new system. Her broad understanding of HR functions, operations and regulations honed over years of practice, enabled her to seamlessly integrate her knowledge with the functions of the new HRIS.
The case of Michael, an experienced HR leader and a friend, further highlights the fallacy of equating HRIS familiarity with HR competency. When Michael transitioned to a new organisation that employed a different HRIS from his previous workplace, doubts arose about his ability to effectively lead the HR department without prior knowledge of their HRIS. However, Michael’s extensive experience with various HRIS platforms had cultivated a deep understanding of HRIS principles and features supporting specific HR functions, knowledge that transcends the confines of any single software. Leveraging his past exposure, he quickly grasped the functionalities of the new system and was proficiently using it within a matter of days.
These examples prove that the ability to adapt to new HRIS platforms is underpinned by factors that go beyond mere familiarity. Accomplished HR professionals bring to the table a wealth of experience, a proactive mindset, and a propensity to learn. Their past interactions with similar HRIS systems, even if not identical, provide a foundation for adopting new technologies effectively.
The experiences of Sarah and Michael resonate not only with their individual achievements but also with a broader narrative—that HR professionals possess a diverse skill set and strategic acumen that extends beyond the limits of any software.
Assessing the Capacity of Seasoned HR Professionals
When a hiring manager or recruiter encounters a job candidate with a CV highlighting an extensive range of technical skills and previously used software tools, they should perceive it as a strong competency that provides a solid foundation for quickly acquiring new skills. Not being familiar with the employer’s software should not be seen as a reason to reject a candidate, but rather as a potential for further growth and adaptability.
The fallacy linking HRIS familiarity to competency must be dismantled. The true measure of HR professionals lies in their diverse skill set, adaptability, and strategic mindset. The HR role demands adaptable, versatile professionals who embrace technology as a tool to enhance, not define, their capabilities. As organisations continue to adapt to the highly competitive digital landscape, recognising the versatility of seasoned HR professionals becomes crucial in building agile, innovative, and successful organisations.
If you need to develop your HR department, organisational performance, and leadership capacity, speak with our lead consultants on +44 (0) 7783 908571. We have delivered effective HR and organisation development services and projects to companies from 24 business sectors, enabling them to achieve their strategic goals.