In the modern business world, managing personnel information is crucial. This is where Human Resource Information System (HRIS), also known as HR Information Systems, comes into play. But what exactly is HRIS, and how do you implement it in your organization? Let's discover that together.

HRIS, or Human Resource Information System, is a software solution that aids in managing personnel data, payroll, recruitment, and much more. Essentially, it's a combination of systems and processes that connect an organization's HR activities with information technology.

The benefits of HRIS software are numerous:

1. Efficiency in HR processes.
2. Accurate payroll processing with payroll HRIS software.
3. Reduced administrative burdens.
4. Enhanced reporting and analysis.

Step-by-Step Implementation of HRIS in Your Organization:

 Determine what you need. Do you only want an HRIS system for payroll, or are you seeking a more comprehensive solution?
2. 

 Various HRIS software solutions are available. Choose the one that best suits your organization.
3. 

Transfer all relevant data to the new system. This can be a time-consuming process, so be patient.
4. 

 Ensure your HR team is well-trained in using the new HRIS.
5. 

 Before going fully live, thoroughly test the system to identify any bugs or issues.
6. 

 Once you're satisfied with the test results, you can fully implement the system.
7. 

 After implementation, regularly evaluate and make necessary adjustments.

If implementing an HRIS seems overwhelming, consider HRIS outsourcing. This involves outsourcing the implementation and management of the system to external experts. This can be especially useful for smaller organizations without a large IT team.


Implementing HRIS software in your organization can significantly enhance the efficiency and effectiveness of your HR department. Whether you opt for a simple HRIS system or a comprehensive solution with payroll HRIS software, the benefits are clear. And if you need assistance, HRIS outsourcing is always an option.

A Step-by-Step Guide to Implementing HRIS Software in Your Organization

"The best investment is in the tools of your own trade," Benjamin Franklin once said. And this wisdom still holds true, even in various fields, including Human Resource Management. Just as a craftsman relies on quality tools to shape their work, HR departments need effective tools to carry out their tasks efficiently. As organizations become increasingly complex today, leadership within HR is crucial for success. However, as HR processes can also be intricate, you need more than just your expertise; you need the right tools to understand the details and nuances well. This is where HR solutions and tools can have a significant impact. They help turn problems into opportunities and pave the way for achieving better performance within the organization.

The spectrum of administrative HR tasks includes recruitment, onboarding, performance appraisal, and salary management, among others. As companies grow, manually overseeing these tasks can become overwhelming. This is where HR tools come into play – specialized software designed to automate, centralize, and optimize HR processes accurately. Leveraging these tools can significantly enhance your processes, enabling your team to carry out more effective and strategic tasks.

Automation at its best: HR tools like Zenefits and Workday automate repetitive tasks such as payroll administration, time tracking, and employee onboarding, reducing the risk of errors dramatically and allowing HR professionals more time to focus on strategically shaping the organization.

Centralized Excellence: With HR tools like BambooHR and Gusto, all HR-related information and administration can be found under one roof. This way, you don't have to search, and you can focus on strategy and the long term.

Data-Driven Insight: HR tools like ADP Workforce Now and Deepler provide real-time analysis and reports, providing valuable insights into employee performance, engagement levels, and broader trends in the labor market. This data equips you and other decision-makers with the knowledge to make informed choices.

Control Everything Yourself: Many HR tools, like Namely and People HR, offer dedicated online features where employees can handle matters themselves. For example, they can view personal information, request vacation, and update their data. This helps HR staff by reducing administrative tasks.


Key HR Tools: A Glimpse into the Possibilities

Applicant Tracking Systems (ATS): Enhance the quality of your recruitment process with an ATS like Greenhouse or Lever, facilitating efficient finding, tracking, and managing of candidates.

Human Resource Information System (HRIS): This comprehensive digital platform centralizes HR data, simplifies payroll processing, and provides extensive support for employee management. Consider tools like BambooHR or Workday that excel in this area.

Performance Management Software: This tool enhances transparency and collaboration in performance reviews. With software like 15Five or Reflektive, you set personal goals and structure your performance appraisals.

Employee Engagement Platforms: Build a supportive work environment with platforms like Deepler or OfficeVibe, allowing you to express appreciation to employees, provide feedback, and facilitate seamless communication.

If you're looking to start exploring HR tools that align with what we've discussed in this blog, tools like BambooHR, Gusto, and Zoho People are available. These tools resemble what Deepler offers and are designed to assist HR professionals in simplifying processes, enhancing efficiency, and better managing personnel. The tools should help position Human Resources more strategically within an organization.

If you want to learn more about HR tools, whether it's Deepler's solutions or other good options, we encourage you to read further. Contact Deepler today, and our experienced team members will be happy to assist you. We can help you discover tools that match your organization's needs. With the right tools, you'll be well-equipped to approach ultimate HR policy with confidence, efficiency, and a smart approach.

The spectrum of administrative HR tasks includes recruitment, onboarding, performance appraisal, and salary management, among others. As companies grow, manually overseeing these tasks can become overwhelming. This is where HR tools come into play – specialized software designed to automate, centralize, and optimize HR processes accurately.

Elevate Your HR Processes with Innovative HR Tools: A Comprehensive Guide

Know your business and make your employees your consultants. That is the core of Deepler’s advanced tooling, which gives companies a better and more honest understanding of their organisation. Thanks in part to the software’s innovative power and enormous potential, Deepler raised one million euros in investments in 2022. It underlines the market’s belief in Deepler’s approach and provides a springboard for further development.

Structural Improvement of the organisation

Deepler’s innovative tooling allows employees to speak freely about the performance of their organisation. The Deepler software processes and clusters the various insights and perspectives, covering all disciplines of operations. With frequent ‘pulse-checks’, the information is retrieved in just two minutes and is scientifically based. This involves many challenging propositions. From this information, an organisation can take immediate action through the Deepler software and get to work on improving the organisation in an approachable way.

Founder Stijn van der Vat: ‘We consult employees in decision-making, helping managers look through the eyes of the shop floor. Our tooling helps monitor improvement initiatives. It’s not about the insights about what an organisation needs to do better, but about what you do with those insights. Their effect is measured structurally and is visible to everyone. For and by the organisation’s employees…’.

In the current labour market, organisations have great difficulty binding and engaging employees. According to Stijn van der Vat, this means that attracting new employees is often the focus, whereas investing in employees retention really saves money. ‘Besides the fact that we all want to work at an organisation where everyone is happy and delighted, replacing an employee costs up to 170% of the annual salary due to familiarisation, loss of knowledge and recruitment costs. Our software helps in setting up an organisation that fits changing empployee needs faster and better.’

Deepler works with several partners. For instance, the software is now used to determine the value of organisations’ ‘Human Capital’. This is innovative as it is still often (wrongly) seen as a cost item. Also, besides further national rollout, Deepler plans to focus on its international expansion in 2023. Since this year, Deepler has launched in Mexico, but new opportunities are also being explored in Europe.

Stijn van der Vat is clear about the importance of the additional investment: ‘Our platform was already profitable. Therefore, we can make full use of this financial boost to build our team, further develop our proposition and for our planned expansion. This way, we will create even more excellent organisations, with employees who feel valued and involved because they have impact’.

More information about Deepler and their software can be found at 

Deepler's innovative tooling makes employees consultants and improves the structural efficiency of organizations, resulting in better performance and returns from existing employees.

Deepler raises a million for innovation

In today's business world, feedback is essential for professional growth. It's no longer sufficient to receive feedback solely from direct supervisors. This is where the concept of 360-degree feedback comes into play.

360-degree feedback is an evaluation method in which employees seek feedback from colleagues, subordinates, supervisors, and sometimes even clients. The goal is to gain a holistic view of one's performance, skills, and areas that need improvement.

By soliciting feedback from colleagues across different layers of the organization, individuals gain a more comprehensive view of their performance.

 Seeking feedback from colleagues provides employees with specific areas for growth and improvement.

 Understanding how others perceive you can lead to improved collaboration and relationship-building.

 Using a standardized 360-degree feedback form ensures consistency in the feedback process.

 For sectors like healthcare, having a customized 360-degree feedback form that addresses unique challenges and needs is essential.

Encourage employees to openly seek feedback from colleagues and create a safe environment for them to do so.


An effective 360-degree feedback form may include questions such as:

- How does this person communicate with the team?
- Does this person provide constructive feedback?
- How does this person handle criticism?
- To what extent does this person contribute to the organization's goals?

360-degree feedback is a powerful tool for professional growth. By regularly seeking feedback from colleagues, employees can highlight their strengths, identify areas for improvement, and build more effective relationships within the organization. It's time to embrace this method and reap the benefits for both individuals and the entire company.

How 360-Degree Feedback Can Foster Professional Growth

Throughout history, the success of human collectives has been intricately tied to their ability to excel in specific domains. In the hunter-gatherer stage, individuals strived to become exceptional hunters or gatherers. During the agricultural stage, prosperity hinged on the efficient cultivation of crops. The industrial stage rewarded those who possessed superior factories and machinery. And now, in the information age, organisations flourish by harnessing the power of intelligence and having access to the best information.

Today, organisations are embarking on a transformative journey towards collective intelligence. This groundbreaking concept taps into the combined knowledge, insights, and perspectives of its employees to address complex challenges and drive effective decision-making. By embracing the three fundamental steps of the collective intelligence model—Crowdsourcing, Co-Creation, and Self-Organisation—organisations can evolve and flourish. These dynamics represent stages of growth, where organisations gradually transition from passive and individualistic mindsets to active and collective engagement.

In the passive and individualistic quadrant, we find crowdsourcing, a widely utilised approach often realised through employee satisfaction surveys conducted by HR professionals. During this stage, management initiates the process by requesting information from the platform. The platform then relays the request to the employees, who provide their feedback or input. Subsequently, the platform conveys this feedback to management, who follows up on the received input. While this method can yield valuable insights, it tends to lack active participation and collective ownership. The focus remains primarily on individual satisfaction and contributions, impeding collaboration, innovation, and the realisation of the organisation's full potential.

As we move towards the middle of the model, we encounter co-creation—a dynamic that is balanced between individual and collective mindsets. Co-creation involves actively engaging employees in collaborative efforts, empowering them to contribute their unique perspectives and expertise. In this stage, management seeks input from employees through a dedicated platform. Employees provide their feedback or input, and the platform facilitates communication between management and employees for follow-up. This approach cultivates a sense of collective ownership and shared responsibility, unleashing the full potential of collective intelligence. By encouraging individuals to actively participate in decision-making, problem-solving, and innovation, organisations unlock creativity, foster a culture of collaboration, and achieve more effective outcomes.

At the pinnacle of the model lies the dynamic of self-organisation, driven by an active and collective mindset. In this quadrant, individuals take ownership of their roles within the organisation and actively contribute to collective goals. Empowered to make decisions and collaborate autonomously, employees demonstrate initiative, agility, and adaptability. During this stage, management assumes a moderator role while employees interact directly with the platform. Employees request input, provide information, and follow up on the process through the platform. This direct interaction facilitates the free flow of information and ideas, enabling efficient decision-making and problem-solving. Self-organisation unlocks the full potential of collective intelligence, fueling innovation, agility, and sustained success. This dynamic empowers organisations to respond swiftly to challenges, seize opportunities, and achieve exceptional outcomes.

To support an organisation's progression through these stages of collective intelligence, it is essential to harness the appropriate technology. The ideal feedback tool would provide centralised space for seamless interaction between management, platforms, and employees. Through this platform, management can initiate requests, gather feedback, and closely follow up on employee input alongside their team members. Employees, in turn, actively contribute, share their ideas, and participate in meaningful discussions, becoming integral decision-makers. HR professionals should aim to find a platform that facilitates the smooth exchange of information, fosters collaboration, and supports the self organisation of solutions. By selecting the right platform, organisations can enhance their collective intelligence journey, empowering their workforce and driving success.

What is the Collective Intelligence Model? A Guide to Driving Organisational Success

Picture this: Your organisation is like a treasure chest of untapped potential. Now, imagine having the key to unlock that treasure trove. That key, is in the realm of Human Resources. In most companies, your workforce isn't just an asset; it's the very heartbeat of your success story.

Cracking the Code of HR Instruments: Fuelling Your HR Revolution

In the whirlwind of HR intricacies, a concoction of strategy and tools is the secret recipe. Enter HR instruments - the tech wizards of this transformation. These nifty tools come in all shapes and sizes, from apps to platforms, and they hold the power to ignite HR revolutions that span from nurturing talent to orchestrating performance management. Imagine them as the maestros of your HR symphony.

1. Navigating Workforce Flow with HRM Instruments: HRM instruments are like the tour guides for your employees' journey - from stepping in, finding their rhythm within the organization, to eventually moving on. Instruments like Workday helps seamlessly source, track, and manage candidates, making recruitment a breeze. Think of them as the navigational stars behind seamless recruitment, the wizards enhancing internal mobility, and the backstage heroes streamlining the farewell process.

2. Strategic Intelligence through HR Instruments: Picture HR instruments as your trusty informants, gathering intel that leads to decisions rooted in data. These tools, like Deepler offer insights galore, empowering you to make informed choices backed by performance data, trends, and patterns. Use your gut feeling, and make it supported by data.

3. Crafting Strategy with HR Instrumentarium: Think of HR instrumentarium as your organisational whisperer. It translates HR visions into a language your broader business strategies can dance to. Platforms like Deepler excel in this role, ensuring that HR initiatives and the organisation's strategy waltz together seamlessly, creating a symphony of success.

4. Revolutionising Talent Discovery: In the realm of werving en selectie (recruitment and selection), envision HR instruments like Lever as your ultimate matchmakers. They introduce you to top-tier candidates. Offering you applicant tracking systems and AI-driven candidate profiling.

5. Nurturing Well-being through HRM Instruments: Imagine HRM instruments like
Deepler as your well-being coaches. In the era of duurzame inzetbaarheid (sustainable employability), they're your partners in ensuring employees thrive. We provide employee feedback systems, engagement boosts, and seamless communication platforms that nurture well-being.

At Deepler, we recognize that HR instruments are the compass guiding modern HR management. By embracing cutting-edge HR tools, organisations hold the key to unlock efficiency, engagement, and strategic alignment. But we also know we may not be what you are looking for, so if you are interested in learning more about HRM instruments give us a call! Our employees with expertise in HR solutions are more than happy to help find the best solutions for your organisation.


Unleashing the Magic of HR Instruments: Uplifting Organisational Brilliance

In today's ever-changing and demanding business environment, companies face numerous challenges in the field of human resources (HR). Effectively managing personnel affairs, keeping up with HR administration, and conducting HRM activities require significant time, expertise, and resources. It's no wonder that an increasing number of organizations are choosing to outsource their internal HR tasks to external HR service providers. This strategic decision offers several advantages that can contribute to the success of your business. In this blog post, we will delve deeper into why outsourcing HR can be a smart move.

One of the most apparent benefits of outsourcing HR tasks is cost savings. Maintaining an internal HR department comes with significant expenses, especially for small and medium-sized companies. By opting to outsource HR, these businesses can reduce the overhead costs associated with employing internal HR staff, such as salaries, training, and benefits. External HR service providers often operate on a scalable pricing model, allowing companies to pay only for the specific HR services they require.

HR tasks encompass various areas, including recruitment and selection, payroll administration, labor law, employment conditions, and performance management. Outsourcing HR enables companies to access a team of experienced HR professionals with specialized knowledge in each of these areas. These experts stay up-to-date with the latest industry developments and can assist businesses in complying with laws and regulations, implementing best practices, and optimizing HR processes.

By outsourcing HR tasks, companies can fully concentrate on their core activities and strategic objectives. Managing HR processes can be time-consuming and divert attention from other essential tasks that foster business growth. By entrusting HR responsibilities to an external service provider, companies can allocate their internal resources towards activities directly related to their core competencies.

A company's HR needs may evolve and change as it grows. Outsourcing HR allows companies to quickly scale up or down based on their specific requirements. Whether it involves hiring new employees, managing seasonal fluctuations, or implementing new HR technologies, external HR service providers can offer flexible solutions tailored to the company's needs.

Compliance with labor laws and regulations is vital for companies. Non-compliance can lead to legal disputes, fines, and damage to reputation. External HR service providers possess in-depth knowledge of relevant laws and regulations and ensure that companies meet all requirements. They can also assist in developing policies and procedures that minimize risks and ensure compliance.

Outsourcing HR tasks offers numerous benefits for companies, including cost savings, access to expertise, focus on core activities, scalability and flexibility, and risk reduction. It enables companies to focus on their core competencies while receiving professional HR support. Whether you are a small company without an internal HR department or a larger company looking to leverage specialized HR services, outsourcing HR tasks can be a strategic move that contributes to the long-term success of your business.

This blog post focuses on discussing the benefits of outsourcing HR tasks for companies. It explains why an increasing number of organizations are choosing to outsource their HR processes to external HR service providers and how this can contribute to the success of the company.

Why Outsource HR?

One constant truth resonates in organisation: streamlined HR processes are the lifeblood of a thriving organisation. This blog post delves into the core significance of these well-honed processes in steering an organisation towards triumph. We're about to explore how these processes, when artfully orchestrated, magnetise and retain top-tier talent, stoke the fires of productivity, and infuse workplaces with a spirit of positivity.

Visualise HR processes as the interlocking gears within a finely tuned machine. From sourcing talents and their initial induction to performance management and graceful farewells, each juncture in an employee's journey contributes to the symphony of organisational progress. By refining and harmonising these procedures, businesses can unclog bottlenecks, slash administrative drudgery, and elevate the overall operational rhythm.


In the current labyrinthine job market, luring and nurturing exceptional individuals is an epic undertaking. Here's where streamline HR processes take centre stage. A seamless recruitment ballet, guided by platforms like Greenhouse or Lever, not only crafts an enchanting candidate voyage but accelerates the discovery of a perfect organisational fit. Once the ink dries on the contracts, meticulously designed onboarding practices roll out the welcome mat, setting the stage for enduring accomplishment.


Organisational growth thrives in tandem with the evolution of its workforce. Streamlined HR processes lay the runway for proficient performance management. Think of platforms like 15Five as a conversational arena for aspiration-setting, perpetual feedback, and transparent performance assessments. This kindles employees' empowerment towards self-determined progress, birthing a culture of perpetual advancement.


Mastery over HR orchestration isn't just about process streamlining; it directly fuels productivity. Through automating rote duties, HR luminaries gain bandwidth for visionary initiatives. Engines like Zenefits and Gusto simplify payroll alchemy, while employee self-service gateways empower individuals to navigate administrative chores autonomously. This twin mechanism doesn't merely turbocharge productivity; it augments employee contentment by bequeathing them the reins to their professional destinies.


The soul of an organisation emanates from its ethos, its people, and the communion between them. Streamlined HR processes are the artisans of this culture-shaping canvas. When protocols are lucid, conversations transparent, and a safety net is palpable, a culture of camaraderie and synergy takes root. Platforms fostering employee engagement, the likes of Officevibe and Kazoo, foster dialogues, acclaim, and feedback, germinating an atmosphere where each individual feels treasured and galvanised.

The primacy of streamlined HR processes radiates far beyond rhetoric. From enlisting prodigious talent to nurturing their ascendancy, from kindling productivity to kindling a culture of positivity, these processes are the unseen sinews weaving the fabric of organisational prosperity. Deepler doesn't merely comprehend the import of such swish HR processes; we've engineered an arsenal of solutions primed to empower organisations with the tools they need to sculpt a seamless HR landscape. If you're poised to embark on this odyssey toward organisational excellence, poised on the bedrock of streamlined HR processes, rest assured, Deepler stands beside you at every milestone. Reach out to us today and let's sculpt your HR future together.

The Essence of Streamlined HR Processes: Fueling Organisational Prosperity

In today's dynamic business landscape, organisations are discovering the inherent value of active employees who prioritise collective thinking. By fostering a culture where individuals go beyond their individual roles. Organisations that nurture active employees who prioritise the collective gain numerous benefits. Active employees demonstrate higher levels of engagement, collaboration, and commitment to the organisation's goals. They bring fresh perspectives, innovative ideas, and a sense of ownership that leads to improved teamwork, problem-solving, and overall organisational performance. The reason this is important is because in the industrial era the organisations that were most successful had access to the best factories and the largest employee bases, but with society in the information age the most successful organisations are the ones that have the best intelligence.

, encompassing the three phases of crowdsourcing, co-creation, and self-organisation, harness the collective: knowledge, expertise, and insights of a group of individuals to address complex challenges and drive effective decision-making. By leveraging the diverse perspectives and experiences of employees, organisations can foster a culture of creativity, innovation, and improved outcomes. The application of collective intelligence enables organisations to make more informed and comprehensive decisions, resulting in enhanced competitiveness and adaptability. A method to collect this information is through surveys.

However, Employee satisfaction surveys, although widely used, can inadvertently reinforce a passive and individual mindset. These surveys often focus solely on individual satisfaction, overlooking the potential for co-creation and encouraging a collective approach to problem-solving. Due to the nature of employee satisfaction surveys, employees will give their answers then it is up to management to make decisions based on feedback. There is no collaboration between employees and much less between employees and management. Employees therefore do not take an active role in the evolution of their organisation. This can hinder innovation, and undermine the potential of employees to contribute to the collective intelligence of the organisation.

To transition towards an active and collective mindset, organisations can implement strategies such as:

Cultivate a culture of collaboration and shared purpose, emphasising the importance of teamwork, knowledge sharing, and collective goals.

Embrace co-creation and participatory decision-making, involving employees in strategic planning, problem-solving, and innovation initiatives to tap into their diverse perspectives and expertise.

Utilise technology that allows for employees to actively give input and make continuous impact. Find a platform that gives employees the chance to give feedback on a routine basis, Empowers them with a transparent view of your organisation's performance, and allows the opportunity to actively collaborate.

To be successful in the information age organisations need employees to be more active, collaborative and engaged by making an important growth from a crowdsourcing to a co-creating perspective. By leveraging technology, such as Deepler, an organisation can streamline its communication, foster collaboration, and enable the effective capture and sharing of knowledge and insights across the organisation. So, go find a powerful tool to facilitate the shift from a passive and individual mindset to an active and collective one!