What is HRIS?
Human resource
information system (HRIS) is a software (can be a comprehensive package of softwares)
or a cloud based platform which is used by an organization to store and manage
the master data of their employees which assist to carry out the Human Resource
functions.
As an in depth definition
Kavangah et al., (2007) described HRIS as, “a computer system used to acquire,
store, manipulate, analyse, retrieve and distribute information related to
human resources. Besides hardware and software, it also includes people, forms,
policies, procedures and data”.
- Employee information management
- Information and functions related to new recruitments such as application tracking.
- Employee attendance management
- Employee absent management
- Performance appraisals
- Employee mobilization related functions
- Payroll related functions
- Employee self-services
Benefits of implementing
a HRIS
Employee information
preservation and record keeping – This is the basic
function of the system where it is considered a database of the employees’
personal information. And through the system it is convenient to keep a track
and modify when its required any alteration of data. (i.e. Employees
educational and professional qualifications, dependents, etc.)
Apart from this it is
time and cost effective when compared to storing hard copies of documents
related to employee personal data. And when necessary it is highly convenient
for the HR and the employee to retrieve the required documents. Maintaining a
HRIS can be confidential, safe and secure where the physical documents can be
damaged and misplaced if not managed appropriately.
Assists the HR to carry
out its functions smoothly – The HRIS can help to
have a structured and efficient management of the human capital where the HR
can implement their strategies such as transfers, rewards and talent
identification with more clarity and transparency.
The system can be used to
generate reports related to employees where the HR can analyze on staff
behavior, performance and requirements for decision making purpose and talent
pool creations.
Self-services to employees – The HRIS can include a self-service section where the employees can fulfill their requirement without the intervention of any person attached to the HR department. Functions such as employee service letters for various purposes, employee document retrieval, allowance processing and profile updations.
Conclusion
Implementing a viable and
efficient Human Resource Information System can be highly beneficial and time
saving for both the employer and employee to manage the human capital of and
organization.
References
Lippert, S.K. and Michael Swiercz, P., 2005. Human resource information
systems (HRIS) and technology trust. Journal of information science, 31(5), pp.340-353.
Nagendra, A. and Deshpande, M., 2014. Human Resource Information Systems
(HRIS) in HR planning and development in mid to large sized organizations. Procedia-Social and Behavioral Sciences, 133, pp.61-67.
What Is an HRIS? | AIHR Learning Bite(2019)
YouTube
video, added by AIHR-Academy to innovate HR(online) https://youtu.be/Y72bRzL-bHU (Accessed
20 April 2022)
As explained in this article, implementing an effective HRIS system is important to manage the HR functions efficiently. It will benefit both the employees and employer as it will save time and costs and ensure accuracy of the database. Good article. All the Best Zaman!
ReplyDeleteInformation System understand good luck
ReplyDeleteHuman resource information system is the more effective for human resource management in an organization .any organization can use the HRIS software for manage HRM functions as well.clearly explained .good luck.
ReplyDeleteAs you have explained briefly, building a functional and effective HRIS System can be extremely advantageous and convenient for both the employer and the employee in managing an organization's human capital.
ReplyDeleteThe more effective for human resource management in a company is a human resource information system. HRIS software may be used by any firm to manage HRM functions. very well described Best of luck.
ReplyDeleteAccording to the digitized world HRIS is most important to handle human resource smoothly. Many organizations in Sri Lanka have been started to use HRIS system to maintain their employee's database without using book keeping manually. Using HRIS system employee can make their requirement directly with the management or HR department such as maintaining leaves, managing payroll...etc. For the proper interaction with this HRIS system, the system should be developed in advanced and accurately. Otherwise it will make some messes on employees career records. Good article...
ReplyDeleteWith HRIS, organizations can discover the information needed, track how it's handled, and update it more easily, all in one database. As a result, it is helpful for organizations to manage their human resources effectively. Good Luck
ReplyDeleteThank you for sharing the article HRIS is a useful tool for the HR manager in the day to to day functions of HR department.
ReplyDeleteThank you for spreading the word about the article. The human resource information system (HRIS) is a valuable tool for the HR manager in the day-to-day tasks of the HR department.
ReplyDeleteWe appreciate your sharing the content. HRIS is a valuable tool for the HR manager
ReplyDeleteWe appreciate your sharing the content. HRIS is a valuable tool for the HR manager. It is time and cost effective when compared to storing hard copies of documents related to employee personal data
ReplyDeleteThank you for sharing the post. The HRIS is a useful resource for the HR management. It saves time and money compared to retaining physical copies of papers including employee personal information.
ReplyDelete