Human Resources Information System (HRIS)

What Is Human Resources Information System (HRIS)?

Human resource information systems (HRISs) store, organize, and process data on employees as well as HR-related rules and procedures. The HRIS is an interactive information management system that helps HR departments streamline operations and track employee data.

Human resource management (HRM) teams often rely on Human Resource Information Systems (HRIS).

In other words, it's a piece of software made specifically to help HR personnel organize their data. HR experts use this technology to streamline processes, boost productivity, and compile and collect data. Several vendors provide HR software to businesses today. Employers may tailor HRIS software to meet their own requirements.

Human Resources Information System (HRIS): Two Pillars

The backbone of a human resource information system (HRIS) comprises two components: planned structure and proper management of employee information. So they are considered as the pilers of HRIS. Both of the components contribute to the system's ability to improve an organization's operations as a whole.

The pillars are: 

Planned Structure

• HRIS is organized in terms of positions, duties, and chain of command.
• HRIS lays down the organizational framework, clarifying responsibilities and paving the way for streamlined operations and uniformity.
• The correct HRIS may assist in resolving company issues by facilitating the recruitment and retention of top-tier employees.
• HRIS assists in assembling a team with the correct mix of talents, experience, roles, and organizational structure so that you may achieve your business objectives via consistent, automated administration of acquisition and recruitment data.

Management of Employee Information

• HRIS is like a customer relationship management (CRM) for employers and employees; it stores detailed information about each worker, such as their personal details and salary and benefits packages.
• Connecting with staff, assisting them in making career goals, directing them to appropriate training, and elevating their performance are all facilitated by accurate data.
• The HRIS allows for uniform and automated record keeping and reporting as well as self-service options for employees.
• This has the potential to result in more precise and up-to-date information management, which in turn promotes increased productivity while also providing workers with convenience and simplicity of use.

‍What are the Advantages of a Human Resources Information System (HRIS)?

When it comes to data management and storage, paper files are often lost or destroyed. Having a single location for employee information eliminates the need to go through piles of paperwork to discover what you need. 

Human resource analytics on critical indicators like headcount and turnover should be available, along with a variety of reports that may be generated on demand. Employee data may be shown in a number of ways in modern HRIS software, which is efficient and less time-consuming. 

Some benefits of a Human Resources Information System (HRIS) are:

• Data Integration: Enhanced reporting and analysis capabilities, including internal evaluations and audits, as well as data preparation for external parties, are made possible by the interoperability of the various components of the system.
• Quick and Easy Access: The ability to input data once and use it across several employee-related HR processes is an often-cited benefit of HRIS. Similarly, if an employee's details change, you'll need to do it in a single location.
• Preciseness: Increased precision is possible with proper data entry and manipulation.
• ‍Preprogrammed Prompts: Systems can remind users of upcoming events like performance reviews and benefit expiration dates, sending reminders and notifications if necessary.
• Free-form Customer Service: Human Resources (HR) professionals may find this function to greatly help save time. Employees and supervisors/managers may log in to the system to make edits (such as updating an employee's address) or input new information (such as a recent performance evaluation) without involving HR.
• ‍‍Tailored Benefits Package: Enrollment, notifications, updates, and reports are all potential examples.
• Data Hosting for Businesses: Files like policies, procedures, and safety manuals may all be stored in the system for easy access by workers. There is a central location where all of the materials may be kept up to date with little effort.
• Management Selection Process: It may include keeping tabs on applications, managing them, and compiling reports.

HRMS vs. HRIS

Human resource management systems (HRMS) and human resource information systems (HRIS) are often used interchangeably. The two may have certain similarities but also vary in some fundamental aspects.

1. Human Resource Management Systems

The human resource management system (HRMS) is synonymous with the human resource information system (HRIS). Still, it emerged when businesses adopted more complex software and automated processes to handle HR activities. 

Payroll, time, and attendance are some HRMS features that are becoming more common day by day.

2. Human Resource Information Systems 

The term human resources information system (HRIS) was first used to describe rudimentary methods of managing administrative personnel files. 

Complexities in human resource management have led to the development of HRIS to handle things like talent acquisition, recruiting, and continuing employee data administration and processing.