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What Exactly IS an HRIS?

Jun 4, 2019 10:46:28 AM

Though many understand the “idea” of an HRIS, many don’t know exactly what one is. First off, an HRIS is a “Human Resources Information System”. These are designed to help manage people, policies, and procedures in a workplace of any size.

You may have heard HRIS used interchangeably with HRMS (human resource management system), or even HCM (human capital management), however there are some key differences between them:

  • “An HRMS includes modules for monitoring and managing qualitative employee information, such as employee satisfaction and engagement.”
  • A HCM “encompasses the full spectrum of employee performance and engagement, both quantitative (what an individual has done, for how long, in which roles and how they have performed) and qualitative (how engaged and motivated they are within those roles and within the organization).”

An HRIS solution will differ slightly between the companies that offer them, but there are some key features that you can expect them all to have in common:

  1. Employee Information Management – includes names, titles, addresses, salaries, and more. Salary and position history, reporting structures, performance appraisal histories, and other critical employee information can also be included.
  2. Company Documents – Employee handbooks, emergency evacuation procedures, safety guidelines, etc.
  3. Recruiting/Applicant Tracking System (ATS) – Applicant information, current available roles, interviews, job descriptions, salaries, etc. Most HRIS’s can/will integrate with recruiting and hiring software for easy data transfers.
  4. Benefit Administration/Open Enrollment – Enrollment status changes and personal information updates for benefits. Some systems allow employees to review their information themselves.
  5. Absence Management – Vacation time, sick time, personal time, family and medical leave, and related time-off benefits.
  6. Compensation Management/Payroll – Salary history, paychecks, raises, bonuses, tax information, and other financial and compensations functions. HRIS’s will often integrate with company financial and accounting software systems.
  7. Training and Development/Performance Management – Record training sessions and track employee learning and personal development plans. Run reports to see employee info such as what roles they are performing and how well they are doing, identify high-potential employees, and flush out under-achievers.

A good HRIS will include self-service functionality for both “regular” employees and management. Allowing employees to update their benefits, request time off, and change monetary information on their own whims is a big draw. Having a centralized location to track employee performance information is also greatly beneficial to management. This provides transparency between employees and upper management/employers on how an employee is being viewed.

 

Have some questions? Want to learn more about HRIS’s? Check out our website or schedule a demo to see what how our award-winning HRIS can re-organize and re-energize your workplace and workforce.

 

Information from itworld.com

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