Our reputation is built on trust from the advice we've given to our clients and the ability to guide them to the right solution while making them an incredibly smart buyer. 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. Normally packaged as a database, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company. Remember that even if your company is only a few people today, it may have twice that many or even 1. Typically, the better The Human Resource Information Systems (HRIS) provide overall: Management of all employee information. Data such as names, titles, addresses and salaries are a basic start. Salary and position history, reporting structures, performance appraisal histories, and other critical employee information. ![]() 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. A human resource Information system can be as large or as small as is necessary and may contain one or two modules or upto twenty or so. Hundreds of HRIS software. ![]()
Company- related documents. In an ideal system, you can allow employees to look up and review their own information, including vacation tracking. Complete integration with payroll. When these are connected, you can ensure that paychecks are correct. There is never a disconnect between what the official pay rate is and the information that payroll has. If the systems don't integrate, it's easy to update a salary in one system and not in the other. Applicant tracking. This saves so much time because your data entry and paperwork practically disappear. If an applicant puts in his own information when applying, you can ensure accuracy. If the offer letter is generated out of the same system as the payroll system, the salary will match perfectly and there is no misunderstanding. Performance development plans. It's not just enough to have plans, if they are recorded in a central system, then they can easily follow the employee from position to position. Senior leadership can run reports to see where people are and what their individual bosses are planning for their futures. Disciplinary Actions. It's important to keep track of who has been suspended, demoted, or had other negative actions. When a new company calls and asks for a reference, it's easy for an admin in the HR department to look up and report back whether or not the person is eligible for rehire. Training records. This is especially critical in a company where certifications and licenses are required. In other companies, training records may not be that important, but you may still find that having the information is useful. In summary, the HRIS that most effectively serves companies tracks this information: attendance. Your company will need to select a Human Resources Information System and customize it to meet your needs. If your company is on a growth path, choose something that can grow with you. It's fairly inexpensive to implement a basic HRIS, but make sure whatever you implement meets your company's actual needs. Do you want to be able to run turnover reports? Post organizational charts? Allow managers to electronically access previous performance appraisals? Do you want everything to have to be done through the HR department or would you like managers to access the information themselves? With an appropriate HRIS, Human Resources staff enable 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. They can run their own reports and enter plans into the system to help with succession. Pick your HRIS carefully based on the capabilities you need in your company.
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