• Your role
  • Human Resources
    • Managing Human Capital
    • Development of the HR information system
    • Skills assessment
  • Finance
    • Internal control
    • Finances
  • Information Systems
    • Solution to the challenges of the ISD
    • Appropriate IT Governance procedures and bodies
    • Arbitration of IS projects
    • Strategic alignment and planning of information systems
    • Formalising and improving IT procedures
• For Directors
  • Quality
  • Lean Production
  • Arbitration of investment projects
  • Strategic indicators
  • Sustainable development
• Your sector
  • Banking
  • Insurance - Pensions
  • Retail
  • Public Sector
  • International institutions
  • Industry / Small-Medium Sized Businesses
  • Transport
  • Health
  • Telecommunications
  • Media
• Your change projects
  • Management and optimisation of processes
    • Lean Production
    • Lean Six-Sigma and improving processes
    • Banking sector expertise
    • Insurance sector expertise
  • Specification and definition
    • Mapping of processes, functions and applications
    • Managing calls for tender, help with selection, specifications
    • Project launch
  • Assistance with contracting and project management
    • Guaranteeing functional coherence
    • Project management
    • The Risk Office © approach and management according to challenges
    • System testing
  • Change management and rollout
    • Change management Strategy / Plan
    • Training & Documentation
    • E learning
  • Assistance with SAP implementation
  • Specifying, defining and implementing decision-making systems

Development of the HR information system

HRIS Projects at the heart of new challenges: an original approach that will help you achieve your project objectives.

In a context of repositioning the HR function at the heart of business, the issue of computerizing Human Resources goes way beyond the base of traditionally computerised administrative tasks (such as Pay, Personnel Administration and Training) and now covers the added value HR activities: skills management, careers, mobility, recruitment, management of personnel, remuneration and activity...

HRIS projects are therefore subject to additional complexity factors: 

• Computerization of new functions, generally those that currently have few tools and are closely connected to the company's activities
• The need to produce results rapidly in high added value areas
• The multiplication of project “clients" and their expectations: HR Function, General Management, Management, Operational managers, Employees
• The need to optimise the HR processes

At the same time, a high level of quality must be maintained for the traditional neuralgic HR functions, such as Pay.

To face these changes, ORESYS offers a working partnership that will guarantee you meet your objectives and challenges, acting as a facilitator in all the phases of the HRIS project:

• Opportunity and definition study
• Risk analysis
• Managing the call for tenders and assisting in selection
• Project Management
• Functional studies
• Testing
• Training
• Change management
• Rollout
• Specifying, defining and implementing the HR management systems

To successfully carry out these assignments, the ORESYS teams use a “Human Resources” skills unit, bringing together ORESYS Human Resources experts in business, regulatory and organisational aspects, as well as the market applications.

This skills unit has developed some innovative project accelerators that are available to our clients throughout the assignment: 

• Database of HR processes and analysis grid of your processes
• Analysis grid of project’s ROI
• Testing methods and bases for the main market applications
• Training Kits for the applications and for business
• Indicator and modelling kits for defining and implementing HR management systems