The most prevalent piece of software used in Human Resources (HR) is a Human Resources Information System (HRIS). We will explain what an HRIS is, how it works, and everything else you need to know about it in this post so that you can get a grasp of it on a fundamental level.
HRIS systems not only assist your HR and people teams, but they also promote the success of the rest of your company. HRIS software is a crucial tool for building successful and effective teams, from easier corporate scalability to more employee engagement.
With the use of these tools, organizations can improve access to and analysis of real-time data to help them make informed decisions.
You must comprehend the procedures, benefits, and developments that make the technology a wise corporate investment if you are to completely appreciate the value and effectiveness of HRISs. Here is a complete guide on HRIS:
What is Human Resources Information System (HRIS)?
A human resources and information technology integration is known as a human resource information system or HRIS. It is a centralized system that stores, tracks, and manages all data related to the human resources operations of your business, including information on employee demographics, accrued vacation time, attendance records, medical information, and other benefits as well as information on policies, plans, and other matters. A single platform can be used to handle everything, from onboarding to attendance, which significantly cuts down on time.
This piece of software gives the human resource management (HRM) team the consolidated repository of employee master data they require to finish core human resource (core HR) procedures. Using technology, an HRIS can aid in improving the efficiency of HR and companies.
HRIS system and HRMS, or human resources management system, are two more names that are frequently used. These are all alternative names for the same concept. These programs together go by the acronym HCM or human capital management.
There are so many HRIS examples that listing them all would take all day. However, the following are just a few of the most well-known ones:
A good HRIS can assist your company in a variety of ways. It might help your company’s people management procedures get better. The following are some of the numerous ways an HRIS can benefit your business:
With the right HRIS, your organization’s routine HR procedures become more precise and effective. You can concentrate on more important issues like employee recognition, turnover, diversity, and inclusion by automating typical HR tasks. It is also possible to add, replace, or update data in a short amount of time.
Increases Employee Satisfaction
Poor employee experience may result from inadequate HR technology. Employees can perform all HR tasks using their mobile devices and an HRIS, eliminating the need to use multiple systems. Overall, it makes every stage of the employee journey from onboarding to offboarding more comfortable.
Access to critical KPIs for Strategy Formulation
All of your HR operations may be automated and made more efficient so that your HR team has more time to focus on business and HR strategy. Additionally, having access to routine reporting and analytical functions gives you useful information for monitoring HR indicators and enhancing decision-making.
You won’t need to be concerned about compliance problems if you use an HRIS. Vendors of HRIS systems often update them so that users can follow regulations and legislation. Your organization is always prepared for compliance thanks to data consolidation and fewer errors. For instance, HRIS suppliers support businesses in achieving GDPR compliance for companies in the countries that require it.
Workers can interact, change, and oversee their own data within the software. This is a great digital way of capacitating the employees to get things done faster without the need of human intervention.
You may digitize all your paper employee records and manual spreadsheets using an HRIS. It also standardizes and expedites your HR management procedures because data can be cross-referenced against various HR tasks, which significantly lowers the risk of human mistakes.
Administration of incentives and income
The frequently challenging process of allocating wages and incentives to employees is made simpler by the HRIS system. The database can distinguish between full-time and part-time employees, and it can pay them and give them rewards based on how many hours they’ve put in.
Surveillance of job candidates
HRIS can not only compile and store all CVs on a single platform, but it can also sort through and categorize resumes based on key terms and automated system rankings to determine which ones most closely match the job position description.
Thanks to worker auto-service, employees can complete their training programs and paperwork on their own time schedule.
Providing access to data gathered
In addition to information about their internal operations and human resources, organizations also need data about their surroundings. HRIS enables us to gather, store, manage, examine, retrieve, and distribute data from both the internal and external environment.
A company’s HRIS should be created so that the data it stores can be used for a variety of outputs. It is necessary to create a comprehensive system for information gathering, processing, and flow because of these numerous uses for data.
Objectives of Human Resources Information System
The HRM and IT are integrated using HRIS. The fundamental goals of HRIS are:
- To offer reliable information on the functioning of human resources and pertinent environmental elements.
- To deliver pertinent data.
- To offer accurate information.
HRIS enables us to gather, store, manage, examine, retrieve, and distribute data from both the internal and external environment.
A company’s HRIS should be created so that the data it stores can be used for a variety of outputs. It is necessary to create a comprehensive system for information gathering, processing, and flow because of these numerous uses.
There are six-steps to implementing a Human Resource Information System. These are:
- The searching phase
- Planning and coordinating phase
- Phase of defining and designing
- The setting-up and testing stage
- The phase of training and configuration
- The era of deployment and sustainability
The searching phase
Identify the goals for your HRIS software. Setting your expectations for the new platform will be easier if you have a specific objective in mind. Do you want to eliminate paperwork or cut down on the amount of time spent manually processing tasks? Is it necessary for the new system to operate in perfect harmony with your current ATS, international payroll, or other applications in your HR/IT/Finance ecosystem? What needs to be handled by the new system that your HRIS is unable to? Early in the process, you can construct your request for proposals and evaluate potential vendors by providing answers to these and other questions.
Planning and coordinating phase
Established HRIS budgets provide money for IT, additional employee training, and potential overruns. Invite the suppliers who made the shortlist to present to your team and to you. Apart from the sales presentation, make sure the suppliers have matched the capabilities of their systems to your specified present and future ambitions while adhering to the established budget and implementation schedule. To make sure you’re prepared for success, talk about whether the system can be linked with the tools you already use and become familiar with their Professional Services Program.
The phase of defining and designing
Determine your internal and external implementation project teams and enlist the help of your business’s sponsors and stakeholders. If possible, assign a capable internal project manager to serve as the go-between for your internal teams and the vendor. Create specialized resources (IT, consultants, etc.) that are available during each step of implementation and are both technical and functional.
The setting-up and testing stage
Establish a multi-phased implementation strategy in collaboration with your chosen vendor, internal and external stakeholders, and other interested parties. This can guarantee that enough time and resources are allotted at each stage, and regular work can proceed without significant interruptions.
IT and connectivity, security, systems integration, data migration, testing, super-user training, and usability testing are just a few examples of possible phases. Regularly update sponsors and stakeholders on the status of the implementation.
The phase of training and configuration
Have extra resources ready to accommodate sluggish or late adopters once your HRIS system is fully operational. Set up a two-way communication system to get input from end users, stakeholders, and super-users. To continue making any required technical improvements, keep collaborating with the vendor, internal resources, and outside resources.
When your implementation is finished, take some time to discuss the procedure with your internal stakeholders and the Success Team of your HRIS vendors.
Determine how any cost overruns, unforeseen delays, and extra resources will affect the project. Verify that all unresolved concerns have been addressed by your vendor. Have a strategy in place for future HRIS system expansions, innovations, or upgrades.
Be prepared to provide references or otherwise share your implementation experience with the vendor’s intended clientele via subsequent case studies or references. An effective HRIS implementation requires planning, coordination, and project management. However, the outcomes will boost your team’s productivity and engagement.
HRIS certification, often known as HR certification, is a supplemental educational requirement for a job in human resources that keeps you current on industry trends, technology, and evidence-based best practices. People that become HRIS certified make it evident to employers that they take their careers seriously and are dedicated to learning about their key responsibilities.
According to the most recent statistics from 2018, HR professionals who have at least one HRIS certification make 31.6 percent more money than those who don’t. Nevertheless, the salary benefit will vary depending on the certification you choose to pursue. The anticipated salary increases provide a broad notion of how each qualification may raise your compensation despite the outdated information.
Top HRIS Certifications
The Human Resources Information Professional (HRIP) certification test given by the International Association of Human Resources Information Management is the most technologically advanced certification currently accessible (IHRIM).
Professionals in the field of HR information management are tested on their competencies in the HRIP certification exam. You can demonstrate your understanding of HRIM/HRIS concepts and procedures by passing the exam.
IHRIM does not impose any eligibility restrictions but does advise having at least three years of professional experience in either information management or HR technology.
IHRIM has several three-week online exam review sessions that run throughout the year to help you get ready for the examination. Practice tests can be bought if you want more practice.
When you’re prepared, you can choose between taking the test at an approved testing facility or through an online proctoring service. Whether you are an active IHRIM member will determine the fees. Membership holders have access to packages that combine the cost of the exam and the study materials for the course.
This certification must be renewed every three years to maintain its currency. HRIP beneficiaries make an average of $75,000 per year.
Ideal for: People with some experience who want to learn more about HR IT solutions
Here is where to start looking for HR software, HRIS, or HRMS. On this website, you can compare the top human resources (HR) software, HRIS, and HRMS programs for your company’s size and sector, including those from Ascentis, BambooHR, Ceridian Dayforce HCM, ECI Empower HRIS, Epicor HCM, Fairsail HR Cloud, Infor HCM, Kronos Workforce, PDS Vista HRMS/Payroll, Sentric Workforce, syncHR, Triton HR, UltiPro HCM, and Payroll.
SimpleHR is a small business-friendly human resources management program. Currently incorporates QuickBooks. supports all typical HR duties, including keeping track of vacation, attendance, and performance evaluations. internet access to pay and employment history. Record occurrences and accidents and gain access to more than 110 reports, HR letters, and forms in the Document Library. Money-back guarantee with no risk.
The Professional in Human Resources (PHR) certification demonstrates command of the theoretical and practical aspects of HR management, including rules and laws. It is intended for those whose responsibilities directly relate to HR functions and who have expertise in executing HR programs.
Companies can easily and affordably go from spreadsheets to an HRIS that adjusts to their changing demands thanks to HR software from BambooHR. People, not paperwork, are the focus of HR. The online Human Resources Information System (HRIS) that frees up time for the work you were supposed to do is what inspired us to design BambooHR.
The Senior Professional in Human Resources (SPHR) certification, which is another option provided by HRCI, certifies candidates’ command of the strategic and policy-making facets of HR management. The SPHR is intended for those who engage in strategic, “big picture” strategies in HR and are aware of the function that HR serves within a business, as opposed to the PHR. A wide understanding of HR disciplines and experience leading within an HR department are prerequisites for this certification, which can help HR leaders become more efficient.
Astron Solutions (https://astronsolutions.net/flare/)
The Flare® Talent Management Suite from Astron Solutions gives you a cloud-based, integrated platform for managing the needs of your employees from their first day to their last. You can utilize any or all our modules to tailor your organization’s talent management process thanks to the component base of the Suite. Performance Appraisal, Pay for Performance, Job Description, and Exit Interviews & Analysis are just a few of the modules.
Alliance Resources (https://www.alliance-resources.com/)
On-site administration of human resources, consulting services for pay, benefits, compliance, employee relations, employment management, internal inquiries, performance management, training, development, and coaching.
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