Instead, I spent years mastering, organizing, and maintaining a "manual system" for my business needs because the cost of a human resource information system (HRIS) or an automated HR/payroll system was notoriously exorbitant. Not to mention, some of those systems weren't the most user-friendly either.
But, in this day and age, technology has come a long way. And manual processes just aren't cutting it anymore for most businesses, especially once you have at least a couple hundred employees. Plus, with the sheer number of regulations and laws and all of their variations, it is very difficult — almost impossible — to stay compliant when handling your HR and payroll processes manually.
An HRIS Checklist
When it's time to let go of your manual processes, consider these points before investing in an HRIS platform:
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Legal Disclaimer: The information I publish is not legal advice but rather is intended to prompt a discussion on best practices in human resources. Further, federal and state laws are amended frequently and vary significantly from jurisdiction to jurisdiction. Therefore, the published information may not be current at the time that you read it or it may not be applicable to your jurisdiction. As such, you should not rely upon any of the published information without first consulting directly with Restaurant HR, legal counsel, and reviewing your local, state, and federal laws as well as any applicable industry practices and company policies.
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