HRIS Architecture and Strategy

Today a successful HR strategy and HR service delivery model must intentionally weigh-up both the possibilities and limitations of the incumbent HR technology. The ability to deliver business value-driven HR services is directly linked to the integration of HRIS into the HR product design, for example when developing a talent management concept or redesigning recruiting procedures.


Key exercises for a successful integration of HR and IS


First of all you need an outline of the current HRIS landscape to fully understand the technological baseline and to match the inventory to strategic HR initiatives. Such a check-up provides conclusions regarding deliverables and exposes the limitations of the existing HRIS to support emerging HR products or requirements.

Secondly, exploring current HR technology trends will provide an indication of how investments in HRIS may support HR service delivery more effectively. This trend scouting phase demands a comprehensive overview of the HR technology market and deep insights into both the opportunities and potential pitfalls of new HRIS trends.

The final challenge is to combine the results of these two exercises into a target architecture of the HRIS landscape – the HRIS roadmap. It charts a verified path from the current to the future HRIS landscape. To execute this plan it is important to define projects and implementation phases resulting from the HRIS roadmap.


SHAPEiN Consulting brings the competencies to build a solid bridge between HR and IT and to accompany you on the path of HRIS roadmapping beyond payroll and HR admin processes. The people within our small but powerful consulting company are dedicated to providing our clients with tailored solutions. We partner closely with you throughout every stage of the exercises described above.


How SHAPEiN Consulting helps current clients in HRIS Architecture and Strategy (excerpts):


  • HRIS checkup to prepare group-wide HRIS roll-out
  • Trend scouting workshops
  • Definition and formulation of the HR-IT strategy
  • Development of HRIS roadmaps
  • Design and Transformation of a corporate HRIS function
  • Delivery of the HRIS business case
  • Proof of HRIS concepts and feasibility studies
  • System and vendor selection


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