Human resource management system A Human Resources Management System (HRMS) or (HRMS) or Human Resources Information System (HRIS),, refers to the systems and processes at the intersection between human resource (HRIS) management (HRM) and information technology. technology.[1 !t merges HRM as a discipline and in particular its basic HR acti"ities and processes with the information technology field, whereas the programming of data processing systems e"ol"ed into standardi#ed routines and pac$ages of enterprise resource planning (%R&) planning (%R&) software. 'n the whole, these %R& systems ha"e their origin from software that integrates information from different applications into one uni"ersal database. he lin$age of its financial and human resource modules through one database is the most important distinction to the indi"idually and proprietary de"eloped predecessors, which ma$es this software application both rigid and fleible. he function of human resources (HR) departments is administrati"e and common to all organi#ations. 'rgani#ations may ha"e formali#ed selection, e"aluation, and payroll processes. Management of *human * human capital* capital* progressed to an imperati"e and comple process. he HR function consists of trac$ing eisting employee data which traditionally includes personal histories, s$ills, capabilities, accomplishments and salary. o reduce the manual wor$load of these administrati"e acti"ities, organi#ations began to electronically automate many of these processes by introducing speciali#ed human resource management systems. HR eecuti"es rely on internal or eternal ! professionals to de"elop and maintain an integrated HRM+.[ -efore clientser"er clientser"er architectures architectures e"ol"ed in the late 1/0s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. !n conse2uence of the high capital in"estment necessary to buy or program proprietary software, these internally de"eloped HRM+ were limited to organi#ations that possessed a large amount of capital. he ad"ent of clientser"er, application ser"ice pro"ider , and software as a ser"ice (+aa+) ser"ice (+aa+) or human resource management systems enabled higher administrati"e control of such systems. 3urrently human resource management systems encompass4 1. &ayroll . ime and attenda attendance nce 3.
&erformance appraisal
5. -en -enefi efits ts admi adminis nistra tratio tion n 5.
HR management information system
6. Recruiting7 Recruiting78earning 8earning management 9. &erforman &erformance ce record
8.
%mployee self:ser"ice
/. +cheduling 1.Absence management 11. Analytics
he payroll module automates the pay process by gathering data on employee time and attendance, calculating "arious deductions and taes, and generating periodic pay che2ues and employee ta reports. ;ata is generally fed from the human resources and time $eeping modules to calculate automatic deposit and manual che2ue writing capabilities. his module can encompass all employee:related transactions as well as integrate with eisting financial management systems. he time and attendance module gathers standardi#ed time and wor$ related efforts. he most ad"anced modules pro"ide broad fleibility in data collection methods, labor distribution capabilities and data analysis features. 3ost analysis and efficiency metrics are the primary functions. he benefits administration module pro"ides a system for organi#ations to administer and trac$ employee participation in benefits programs. hese typically encompass insurance, compensation, profit sharing and retirement. he HR management module is a component co"ering many other HR aspects from application to retirement. he system records basic demographic and address data, selection, training and de"elopment, capabilities and s$ills management, compensation planning records and other related acti"ities. 8eading edge systems pro"ide the ability to *read* applications and enter rele"ant data to applicable database fields, notify employers and pro"ide position management and position control. Human resource management function in"ol"es the recruitment, placement, e"aluation, compensation and de"elopment of the employees of an organi#ation. !nitially, businesses used computer based information systems to4 •
produce pay chec$s and payroll reports<
•
maintain personnel records<
•
pursue talent management.
'nline recruiting has become one of the primary methods employed by HR departments to garner potential candidates for a"ailable positions within an organi#ation. alent management systems typically encompass4 •
analy#ing personnel usage within an organi#ation<
•
identifying potential applicants<
•
recruiting through company:facing listings<
•
recruiting through online recruiting sites or publications that mar$et to both recruiters and applicants.
he significant cost incurred in maintaining an organi#ed recruitment effort, cross:posting within and across general or industry:specific =ob boards and maintaining a competiti"e eposure of a"ailabilities has gi"en rise to the de"elopment of a dedicated applicant trac$ing system, or >A+>, module. he training module pro"ides a system for organi#ations to administer and trac$ employee training and de"elopment efforts. he system, normally called a *learning management system* (8M+) if a stand alone product, allows HR to trac$ education, 2ualifications and s$ills of the employees, as well as outlining what training courses, boo$s, 3;s, web based learning or materials are a"ailable to de"elop which s$ills. 3ourses can then be offered in date specific sessions, with delegates and training resources being mapped and managed within the same system. +ophisticated 8M+ allow managers to appro"e training, budgets and calendars alongside performance management and appraisal metrics. he employee self-service module allows employees to 2uery HR related data and perform some HR transactions o"er the system. %mployees may 2uery their attendance record from the system without as$ing the information from HR personnel. he module also lets super"isors appro"e '.. re2uests from their subordinates through the system without o"erloading the tas$ on HR department. Many organi#ations ha"e gone beyond the traditional functions and de"eloped human resource management information systems, which support recruitment, selection, hiring, =ob placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant trac$ing system that encompasses a subset of the abo"e. Assigning Responsibilities 3ommunication between the %mployees. he Analytics module enables organi#ations to etend the "alue of an HRM+ implementation by etracting HR related data for use with other business intelligence platforms. ?or eample, organi#ations combine HR metrics with other business data to identify trends and anomalies in headcount in order to better predict the impact of employee turno"er on future output.
Human Resources Information System (HRIS) The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. ormally packaged as a data base, hundreds of companies sell
some form of HRIS and e!ery HRIS has different capabilities. "ick your HRIS carefully based on the capabilities you need in your company.
Typically, the better The Human Resource Information Systems (HRIS) pro!ide o!erall#
•
Management of all employee information.
•
Reporting and analysis of employee information.
•
Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
•
Benefits administration including enrollment, status changes, and personal information updating.
•
Complete integration with payroll and other company financial software and accounting systems.
•
Applicant tracking and resume management.
The HRIS that most effecti!ely ser!es companies tracks#
•
attendance and !" use,
•
pay raises and history,
•
pay grades and positions held,
•
performance development plans,
•
training received,
•
disciplinary action received,
•
personal employee information, and occasionally,
•
management and key employee succession plans,
•
high potential employee identification, and
•
applicant tracking, interviewing, and selection.
$n effecti!e HRIS pro!ides information on %ust about anything the company needs to track and analy&e about employees, former employees, and applicants. 'our company will need to select a Human Resources Information System and customi&e it to meet your needs.
ith 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. $dditionally, data necessary for employee management, knowledge de!elopment, career growth and de!elopment, and eual treatment is facilitated. *inally, managers can access the information they need to legally, ethically, and effecti!ely support the success of their reporting employees.
What is HRIS?
$ HRIS, which is also known as a human resource information system or human resource management system ( #RM$), is basically an intersection of human resources and information technology through HR software. This allows HR acti!ities and processes to occur electronically. To put it another way, a HRIS may be !iewed as a way, through software, for businesses big and small to take care of a number of acti!ities, including those related to human resources, accounting, management, and payroll. $ HRIS allows a company to plan its HR costs more effecti!ely, as well as to manage them and control them without needing to allocate too many resources toward them. In most situations, a HRIS will also lead to increases in e fficiency when it comes to making decisions in HR. The decisions made should also increase in uality+and as a result, the producti!ity of both employees and manages should increase and become more effecti!e.
Solutions offered by HRIS Systems There are a number of solutions offered to a company that adopts a HRIS. Some of these include solutions in training, payroll, HR, compliance, and recruiting. The ma%ority of uality HRIS systems include fleible designs that feature databases that are integrated with a wide range of features a!ailable. Ideally, they will also include the ability to create reports and analy&e information uickly and accurately, in order to make the workforce easier to manage. Through the efficiency ad!antages conferred by HRIS systems, a HR administrator can obtain many hours of his or her day back instead of spending these hours dealing with nonstrategic, mundane tasks reuired to run the administrati!e-side of HR. Similarly, a HRIS allows employees to echange information with greater ease and without the need for paper through the pro!ision of a single location for announcements, eternal web links, and company policies. This location is designed to be centrali&ed and accessed easily from anywhere within the company, which also ser!es to reduce redundancy within the organi&ation. *or eample, when employees wish to complete freuently recurring acti!ities such as reuests for time off or electronic pay stubs and changes in - forms+such procedures can be taken care of in an automated fashion without the need for human super!ision or inter!ention. $s a result, less paperwork occurs and appro!als, when deigned, may be appropriated more efficiently and in less time.
HR and Payroll Factors hen a company in!ests in an affordable HRIS, it suddenly becomes capable of handling its workforce by looking at two of the primary components# that of payroll and that of HR. /eyond these software solutions, companies also in!est in HRIS modules that help them put the full producti!ity of their workforce to use, including the !aried eperiences, talents, and skills of all staff within the enterprise.
HRIS Popular Modules $ range of popular modules are a!ailable, including those for recruiting, such as resume and applicant management, attendance, email alerts, employee self-ser!ice, organi&ational charts, the administration of benefits, succession planning, rapid report production, and tracking of employee training.
HRIS Summary In conclusion, it is important to choose the right HRIS. $ company that takes the time to in!est in a HRIS that fits their goals, ob%ecti!es, mission, and !alues, is a company that is in!esting in its future and in its success. It will be necessary to customi&e any HRIS to the uniue needs of a company so the system will remain fleible and rele!ant throughout the life of the company or enterprise. *or more informati!e HRIS resources, be sure to check out our !ast #R%$ &atabase .
