An HRIS, the abbreviation for Human Resources Information System, is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases. Show
HRIS is the system which seeks to merge the activities associated with human resource management (HRM) and information technology (IT) into one common database through the use of enterprise resource planning (ERP) software. The goal of HRIS is to merge the different parts of human resources, including payroll, labor productivity, and benefit management into a less capital-intensive system than the mainframes used to manage activities in the past. Also called Human Resource Management Systems (HRMS). Human Resources Information Systems (HRIS) provide software functions, procedures and processes to manage employees. 2020Software.com ranks the following HR products as best: Sage ABRA HRMS, PerfectHR, PeopleSoft, Oracle E-Business Suite HRM, and UltiPro HR. These products are developed by fiscally stable corporations that provide excellent support and long-term development strategies. The HRIS Specialist examines and verifies employee information processed by automated HR systems. They compile statistical information and prepare reports relating to payroll, recruiting, position classification, compensation, training, equal opportunity employment, or affirmative action. They also provide assistance with HRIS maintenance, troubleshoot user technical problems, and provide training. Improvements in Technology relating to microcomputers and software have also had a major impact on the use of information for managing human resources. Traditionally computers had been used in human resources only for compensation and benefits-for example, administering payroll. However, new advances in microchips have made it possible to store large quantities of data on personnel computers and to perform statistical analyses that were once only possible with large mainframe computers. A Human Resource Information System (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to the company’s human resources. From the manager’s perspective, an HRIS can be used to support strategic decision making, to avoid litigation, to evaluate programs or policies, or to support daily operating concerns. Definition:A Human Resources Information System, is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases. These systems include the employee name and contact information and all or some of the following:
A computerized HRIS is an information system that makes use of computer and monitors control and influences the movement of human being from the time they indicate their intention to join an organization till they separate from it after joining . It consists of the following sub-system.
Typically, the better The Human Resource Information Systems (HRIS) provide overall:
A human resource Information system can be as large or as small as is necessary and may contain one or two modules or up-to twenty or so. Hundreds of HRIS software packages are being marketed for both mainframe and microcomputers. A great many decisions need to be made in the course of adopting and implementing an HRIS. The specific needs of the organization should dictate the type of human resource Information system chosen. Any project as potentially expensive, complex, and time consuming as the addition or upgrading of an HRIS requires careful analysis and planning. The HRIS that most effectively serves companies tracks:
An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs. With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees. In adopting a HRIS following issues need to be addressed:
A sound HRIS can offer the following advantages:
Modules in Human Resource Management Systems 1.Payroll Module Pay process by gathering data on employee:
2.Time and attendance Module
3.Benefits & Administration Module
4.HR Management Module The system records:
5.Talent \ Management Systems
6.Training Module
7.Employee Self-Service Module
Benefits of Human Resource Information Systems (HRIS)
What is the need for HRIS? Human resource information system refers to the system of gathering, classifying, processing, recording and dismantling the information required for efficient and effective management of human resource in an organization. Need for such a system arises due to several factor.
In the field of human resource management, information system has been limited to payroll preparation, job status and work history report of new hires, termination and insurance payment. Gradually however progressive companies have started computerized information system in the area of collective bargaining, employee manual, training, performance appraisal etc. With sophisticated software, computer based information system can be used in almost all the functions of human resource management. HRIS software:
Why to Implement Human Resource Information Software (HRIS) System? Running a business will generate a lot of information, both related to the business and related to your employees. You need to be able to harness and secure this information in a system for a couple of different reasons. First, you don't want confidential information about your organization or employees getting into the wrong hands. Additionally, a human resource information software (HRIS) system is a wise choice because it will reduce the amount of paper generated, organize your data, streamline processes, and help your company's bottom line. So, why is HR information important? Your employees are your biggest asset-having a system in which to contain their private personnel information, safely and securely is critical. You have worked hard to become an employer of choice-don't ruin that credibility by mishandling confidential information. Making a Business Case for the HRIS System The HRIS system is an investment to an organization. An HRIS system is more than just a storage and organizational tool to contain confidential information about your organization's employees. The HRIS system needs to be viewed from a financial perspective. For instance, an HR manager or department usually has to justify their expenditures and if HR's functions are not tracked properly, you could be losing money. These include:
Other justifications for a HRIS system can include savings in paper and supply costs and savings in time spent on human resource tasks. By implementing an effective HRIS system, the organization is well on their way to increasing confidentiality of their employees' information. Critical Analysis Although almost all HR managers understand the importance of HRIS, the general perception is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities. But HRIS would be very critical for organizations in the near future. This is because of a number of reasons.
The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis created by "technology" and "IT" in the minds of senior management. They may not be very tech savvy and fear being left out. But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs. SAP and Peoplesoft provide HR modules within their business intelligence software. Hence HRIS would soon be an integral part of HR activities in all organization. What service allows a company to use large databases and sophisticated software even if the company Cannot afford a powerful computer?The use of an HRIS is more widespread today, largely thanks to the Internet. For example, companies that cannot afford powerful computers can still use sophisticated software and large databases. They can opt for cloud computing services, arrangements in which remote server computers do the user's computing tasks.
What is the term for technology that simulates human thinking multiple choice question?self-service. What technology that simulates human thinking (learning from data, adapting to change, and making decisions automatically) can human resource managers use in the application of people analytics? artificial intelligence.
What are two ways reengineering might affect human resource management?What are two ways reengineering might affect human resource management? The pay structure might need to be adjusted. The organization might need to recruit employees with a new set of skills.
What is expected to be the fastest growing age group in the labor force in the next decade?The labor force of people ages 16 to 24 is projected to shrink by 7.5 percent from 2020 to 2030. Among people age 75 years and older, the labor force is expected to grow by 96.5 percent over the next decade. Bar chart with 3 data series.
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