Human Resources Information System
The human resources information is a online solution for data entry it is also a software solution data entry, data tracking and data information needs of human resources. basically an intersection of human resources and information .
HRIS packages can be customized to the specific needs and requirements of the employer
1. Database
HRIS core offering includes a database to store employee information. HR professionals can input all personnel data into the system which can be accessed from anywhere, round the clock. Types of data that HR professionals collect in the database include compensation history, emergency contact information, and performance review. The core database can also be viewed as an online backup for paper files.
2. Time and Labour Management
Activities like time and labour management can highly time consuming. HRIS package allows employees to input their own hours worked and allows managers to immediately verify vacation requests, and the data is directly fed to the payroll. Time and labour management also improves the HR department’s ability to track punctuality and attendance.
3. Payroll Function
Payroll function is yet another major component of a HRIS model. HR can easily download or unload employee hours, and issue cheques or payroll deposits to employees. Salaried employees can also be paid with substantially reduced risk of errors. The HRIS payroll software usually improve tax compliance for locations with multiple tax levels.
4. Benefits
Some HRIS employers allow employers to establish and maintain medical benefits and retirement investments through their software. Such applications allow employers to have one-stop shopping experience for all their human resources data management needs. Other HRIS packages facilitate medical benefits and retirement investment deductions for payroll but not the establishment of those benefits.
5. Employee Interface
Most HRIS packages allow for an employee to have limited user access. Employee users access a part of the database where they can update their personal information, review pay scales, change retirement benefit programs, update direct deposit information or download benefit election documents.
6. Recruitment and Retention
Finally, it can be said that recruitment and retention are the most important components of HRIS. It goes without saying that it is the anchor of all HR policies and systems.
Finding new talent, acquiring them, keeping them engaged and finally being able to retain them are the major task of a HR person. There are some key to consider as you look at you HRIS options
It is very stressful situation as so many options exist. So pick the option that is best for your needs at your company.
Remember that even if your company is only a few people today, it may have twice that many or even 10 times that many employees in the future, so pick a system that can grow with your business.
Another key factor that you must consider is that many HRIS are able to accomplish only part of what you need automation to accomplish. In these cases, you will want to make certain that the components of any add-ons or additional systems work together flawlessly.
Check also to see what kinds of training and ongoing support are available for your staff. You should also ensure that the sales consultant's promises about training and follow-up following the purchase are written right into your contract to purchase the HRIS.
Human Resources Information System is one of the most important tools for many businesses. Even the small companies need to realize the benefits of using HRIS is more efficient. Some of the corporation do not realize how much time and money they are wasting on the manual task until they sit down and inventory their time. It allow the companies to cut cost and offer more information to employees in a efficient and fastest way. With the HRIS the administrative efficiency maintains faster information processing, improving the overall human resource productivity movements. HRIS is an alternative application to help employees to access and maintain HR information about them. The basic level of the human resource information system is used to help to manage employment relationship within the company and employees.
It integrates information like employee details, payroll, performance tracking etc. Storage of data was now shifted from manual ledgers and books to computer hard drives. Storage of data became easier and a lot of work was removed.
Effective Human Resource Information System provides a information about the company needs to know and analyze about employees, former employees and applicants. The company will need to select a Human Resources Information System and customize it according to company needs. It can be used widely in administrative, operational and strategic fields by the manager. On the Operational level data can be used to identify potential internal applicants for job vacancies. Computerized will make forecasting more timely, cost effective and efficient. This system are becoming increasingly advanced. An human resource information system is monitored by qualified specialist who know technology. the Advantages of an human resource information system include the ease of use of qualification computer technology specialist, accuracy of information and the ability to perform human resource audits using any combinations of parameters.
With an appropriate human resource information system staff enables to do their own benefits updates and address changes. Additionally, date necessary for employee management, knowledge development, career growth and development and equal treatment is facilitated.
Human resource information system can play an important in a company’s human resource function. The use of computerized human resource information system is most effective than the manual because it help to maintain data with more accuracy in less time. Human resource information system is not limited to the computer hardware and software applications that comprise the technical part of the system it also includes the people, procedures and data required to manage the human resource function.
Researchers :
John David Claridad
Karla Napa
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