Human Resource Information System, otherwise known by its acronym HRIS, refers to an HR data management software package. It may be in the form of an online solution or standalone software. An extensive administration, in particular, finds the HRIS to be very useful. It makes filing straightforward, facilitates workflow and improves efficiency for human resource professionals.

But even small enterprises need to track and analyze their current and former staff, or even applicants. An HRIS will enable such enterprises to meet these management needs effectively. Whether software or an online solution, the system helps with data entry, information tracking, and synchronizes payroll management and accounting functions of a business. Who doesn’t need that?

Features of Human Resource Information Systems

There are many HRIS packages, but the preferred choice depends on the specific needs and requirements of the employer. Even so, there are particular features and which determines the package’s uses. They include:

1. Database

It’s the core function of an HRIS to offer a database, which stores all the employee information. Such data include basic employee info, history, compensation, performance, hours worked, vacation requests, and many more. Of course, this makes it convenient and comfortable for HR professionals to do their work because this information can be accessed anywhere and any given time.

2. Payment schedules

The system generates payroll, efficiently applying the applicable taxes, depending on the uploaded employee hours. It reduces errors and delays that may arise in manually making the pay stubs, and improves tax compliance.

3. Labor Management

Human resource information system package lets workers input their hours but give managers the power to verify and veto the input data. Also, employees can make vocation requests for the managers to check and approve. All these help the HR department’s ability to monitor employees and encourage attendance and punctuality.

4. Employee Interface

Employees have their interface that the system allows them limited access. They can update their personal information, retirement benefits programs, bank information, and review their hours and pay scales. They can also download the relevant documents.

5. Recruitment and Retention

The system monitors talents and ensures productivity is at its peak. By analyzing performance, the system helps HR professionals identify the areas they need to strengthen based on the performance of the current set of employees. The system helps derive the appropriate compensation for talented employees and aid identifying those that need training.

6. Benefits administration

As part of the payroll management, HR administers benefits enrollment and applying employee contributions. The HRIS system helps in the overall benefits management and can allow employees to review their information through their interface.

Do I need an HRIS?

Every business needs an HRIS. The only question then is “what type?”

Well, if you are a startup and on a growth path, settle for a system that perfectly fits you and will accommodate your growth. It is relatively cheap to implement and worthwhile if you align it with your company’s actual needs.

So, where can you get one? There different forms of HRIS packed as a database. It is preferable to read online reviews and find a system whose scope is within your business needs.