Think HR Think CHRM
Friday - 18 Oct 2019

CHRMGlobal.com on LinkedIn
Username : Password: Forgot Password?
Updates
Updates
Human Resource Information System : A Key to Success
Archive

Human Resource Information System (HRIS) is otherwise known as Human Resource Management System or HR Technology or HR Modules. HRIS is the point where Human Resource Management and Information Technology meet. HRIS is comprised of both the fundamentals of HR and of IT and has given rise to Enterprise Resource Planning. HRIS has a client server technology that focuses on four HR areas :-

• Payroll
• Labor and Time Management
• HR Management
• Benefits Administration

The pay process is automated in the Payroll module. This is achieved by gathering information on time and attendance of employees, calculation of taxes and deductions, generation of tax reports and generation of paychecks. Information is sent to the general ledger before a new pay cycle is begun.

The Labor and Time management module is used to employ new methods to collect and analyze the time and work  information of the employees. These modules also have data analysis features as well as labor distribution techniques.

HR Management is concerned with all aspects of HR starting from recruitment to retirement. HRIS contains a database of demographic information along with address, recruitement, training and development, developing competencies, compensation and other related activities. Benefits Administration would focus on tracking employee participation in a variety of activities like health insurance coverage, pension plans and insurance policy.

Selecting the right HRIS is a key step in implementing change. You must first define the HRIS needs. For companies with less than a 100 employees a simple database might do the job. Define the HR goals as well as the organizational objectives, both short term and long term. Build a competent team where team members are selected form all departments concerned. Determine a buget that is inclusive of software, hardware, consulting, training and labor-hours. Develop all the HRIS specifications. Do a thorough research on the vendors of HRIS by evaluating literature, proposals and demos. Check for references before you establish contacts with a vendor. There are four important considerations for those who want to implement HRIS:

• You must clean 95% of the system bugs within three months after implementation.
• The new system must evoke excitement amongst employees. Conduct workshops and trainings to build excitement.
• Have a follow-up meeting after six months of implementation.
• Demographics of the company must be evaluated.

One of the most popular HRIS in the market is provided by HarrisData HRIS. It provides solutions for payroll, human rsources and employee time. HRIS has become an important component of the governemnt offices in the United States. The Arizona State Department has a fully-implemented HRIS which focuses on employee enrollment, labor distribution, workers compensation, salary, shifts, stipends and performance management. The areas where HRIS is most advantageous are pay history and raises, pay grades and positions, training, performance management, personal information of employees, tracking of applications, and recruitment.

Comments Listing
Posted: 28/09/2015 16:31:59

helpful


Posted: 25/04/2011 03:42:14

Ia there any trial software for a beginner to learn??


Posted: 10/01/2011 15:54:32

its helpful for me


All the fields are compulsory.
Your Name
Comment
 
Code
 
Related Articles
Simple Secrets for Succes
Success Quotes
Changing Our mindset is t
Wage System - A Balanced
The Requirement of Inform
 
Related Discussion
Six Sigma & Human Resourc
Energy & Success - Time M
Components of Information
Samooha - Business Operat
Need Information on Asses
 
Events
Poll
 
  Culture, Mission, Values, Ethics
  Compensation & Benefits
  Job Profile
  Opportunity for Career Development