By Christel Mendez
Companies may still be reluctant to expand their full-time human resources headcount, but strategic decision-makers are increasingly investing in human resource information systems (HRIS). Investments in human capital management (HCM) and payroll platforms topped $3 billion in the first half of 2025 alone.
Yet while there’s a strong appetite for HR digital transformation, the workforce is playing catch-up. Only a small portion of the existing talent pool has the knowledge and hands-on experience with HRIS technology to get the most ROI out of these tools. This skill and experience misalignment is preventing HR teams from fulfilling their roles as strategic partners.
Once seen as a largely transactional, reactive department, HR is increasingly coming to the table as a strategic leader. Rather than simply enforcing company policy, HR is using their access to employee data to advise on growth opportunities, succession planning and filling workforce gaps.
This proactive, future-focused approach is made possible by investment in HRIS tools. But without proper training for your HR team, neither the tools nor your talent will be able to access their full potential.
An HRIS provides a centralized system where employee data can be maintained and accessed. This data can be looked at holistically, allowing for patterns to emerge that can inform workforce planning and greater business strategy. Additionally, these tools bring automation to manual administrative processes that can save time and reduce human error, supporting overall workplace satisfaction.
By examining patterns in employee data, an HRIS can identify current talent trends and future workforce needs. This insight can then guide hiring practices by highlighting existing or emerging talent gaps.
This access to internal data trends can also be used to maintain equitable practices during periods of workforce reductions. By allowing you to easily look holistically at your workforce, HRIS can help you ensure no department or workforce demographic is disproportionately impacted by layoffs.
By 2030, over 30 million Americans will reach retirement age. This makes succession planning critical to avoid workforce disruption.
HRIS technology can help alert HR professionals to impending retirements. At the same time, these tools can identify employees with the skills and experience to step into those roles. By identifying skill or talent gaps early, career pathing and training initiatives can be implemented in time to ensure a smooth transition of roles and responsibilities.
Automating manual processes like payroll and benefits management can increase cost savings and leave HR professionals with more time for higher-level strategic priorities. With proper oversight, automation in these areas can also increase efficiency and reduce errors, supporting overall workplace culture and employee retention efforts.
HRIS tools, and AI technology as a whole, are evolving more quickly than many in the workforce can adapt. Even when proper technology investments are made, HR professionals are not always able to access the continuous training needed to best use these tools.
This lack of training carries risks that can slow down efficiency, frustrate strategic initiatives and cause serious compliance issues.
One of HRIS technology’s greatest strengths is its ability to automate and streamline time-intensive and manual processes like application screenings and benefits management. But if your HR professionals can’t use these tools to their full capabilities, you run the risk of less, not more, efficiency.
Improper use of these tools can lead to missed talent opportunities, increased errors and poor people management — all of which carry the risk of increased attrition.
But even if your team can use your HRIS to manage everyday tasks, deeper understanding is needed for true business transformation. Inability to move beyond basic tool functions and glean deeper insights from the data will limit HRIS technology’s usefulness as a strategic asset.
As effective as these tools are, HRIS technology still requires human oversight. Recent discrimination lawsuits have accused job application screening technology of bias based on age, race, gender and other characteristics.
Your HR team must be properly trained to provide oversight and ensure candidates aren’t barred from opportunities due to AI bias. This strengthens your workforce and protects your company from legal battles.
Aston Carter has extensive experience with HRIS implementation, from staffing through consultation. Our deep, specialized talent pool gives you access to HRIS specialists and coordinators who have hands-on experience with these systems and can support your team through the implementation process.
From there, our consultants can work closely with your staff to develop their understanding of the technology — going beyond basic knowledge to advanced utilization that supports strategic decision-making.
Contact us to start developing your HRIS expertise today.
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