HRIS.

what is an HRIS?

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A human resources information system (HRIS) is a technology solution that helps organisations manage employee data. HRIS software can track employee roles and responsibilities, performance, training, and development.

Additionally, HRIS systems can enable organisations to automate and streamline payroll and benefits administration. The system also maintains policies and procedures related to human resources, including recruitment. 

Since an HRIS removes paper-based processes and automates many HR functions, the system saves businesses time and money. It also allows organisations to make data-driven decisions, giving HR employees more time to focus on high-value and strategic work.

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how does an HRIS differ from an HRMS?

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A human resource management system (HRMS) is a software tool that helps businesses automate and manage employee data. HRIS systems are similar to HRMS systems but are usually more comprehensive and provide more features.

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how does an HRIS differ from an HCM?

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HRIS is often confused with human capital management (HCM) systems. HCM systems offer an umbrella solution to cover virtually every HR function. These systems also comprise talent management tasks, including succession planning, strategic workforce planning, and performance management.

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types of HRIS.

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There are a few types of HRIS, which differ based on their functions. Here are the common types:

operational HRIS

Operational HRIS systems collect human resources data, such as:

• Performance appraisal information
• Position details
• Employee records
• Workforce data

Such an HRIS supports operational processes, such as payroll and benefits administration. It also streamlines repetitive tasks.

strategic HRIS

Strategic HRIS systems use data to make decisions about the future. They help you answer questions like:

• What is our ideal workforce mix?
• What are our future talent needs?
• What is the ROI of our training programs?
• How do we allocate our resources?
• How do we meet government requirements?

When organisations have to make macro-level decisions, it's best to use a strategic HRIS. It provides an insight into the bigger picture covering everything from job analyses and resource allocation to competitor data.

comprehensive HRIS

A comprehensive HRIS summates everything in the types mentioned above. It involves tactical, strategic, and operational matters to ensure that an organisation achieves its long-term goals. A comprehensive HRIS would contain:

• Recruitment details
• Skills inventory
• Training and development
• Performance management
• Employee safety guidelines
• HR files
• Employee information
• Compensation and benefits

limited-function HRIS

As the name suggests, a limited-function HRIS supports an individual purpose. For example, if an organisation needs a system to only store employee data, that would be considered a limited function.

Organisations can also create limited-function HRIS for payroll, workforce management, employee onboarding, and benefits administration. A limited-function HRIS is ideal for small companies that need an economical and easy-to-operate system.

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benefits of an HRIS system.

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An HRIS system can bring a lot of benefits to your organisation. Here are a few: 

frees up time

Since an HRIS system can automate many HR processes, it can free up a lot of time for HR professionals. They can use this time to focus on more strategic HR functions, such as employee retention or organisational development.

improves accuracy

An HRIS system can help eliminate manual data entry, reducing the chances of errors. In doing so, it can improve the accuracy of HR data.

generates insights

An HRIS system can generate insights by analyzing HR data. For example, it can help you identify trends in employee attrition or performance. You can then use these insights to make better decisions about your workforce.

enhances compliance

An HRIS system can help you comply with government regulations by keeping track of employee data. It's especially beneficial for organisations with employees in multiple states or countries.

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how to choose an HRIS for your organisation.

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When choosing an HRIS, you should keep a few things in mind:

identify your needs

Why do you need an HRIS? What specific problems are you hoping it will solve? Keep your needs in mind when considering different systems.

For example, if you're looking to streamline your hiring process, you'll want a system that includes applicant tracking features. If you want to improve communication between managers and employees, look for a system with robust communication tools.

build a checklist

After deciding on the type of HRIS system, make a list of must-haves and nice-to-have features. It will come in handy when you start looking at different systems and comparing them.

Some features to consider include the following:

• Ease of use
• Process automation
• Reporting and analytics capabilities
• Integrations
• Customer support

set a budget

How much can you spend on an HRIS system? When setting your budget, consider the cost of the software, implementation, and training. You also need to factor in the cost of any upgrades or add-ons down the road.

get input from employees

Your employees will be using the HRIS system daily. So, it's important to get their input when choosing a system. Ask them what features they would find most helpful.

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combine your ATS and HRIS for a smooth recruitment process.

Before you can manage employees, you need to hire them. An applicant tracking system (ATS) helps businesses find the best talent and track their progress through their recruitment process. But what happens when it's time to onboard your new employees? Moving data across systems can be chaotic.

With hireful's ATS, you don't have to worry about this since it integrates with many of the most popular HRIS solutions in the UK. This means hired applicants in the ATS can easily be converted into new employee records in your HRIS, saving you time and ensuring accuracy. Book a demo to learn more.