Human Resource Information Systems

A system which seeks to merge the activities associated with human resource management (HRM) and information technology (IT) into one common database through the use of enterprise resource planning (ERP) software. The goal of HRIS is to merge the different parts of human resources, including payroll, labor productivity, and benefit management into a less capital-intensive system than the mainframes used to manage activities in the past. Also called Human Resource Management Systems (HRMS)

Human Resources Information Systems (HRIS) provide software functions, procedures and processes to manage employees. ranks the following HR products as best: Sage ABRA HRMS, PerfectHR, PeopleSoft, Oracle E-Business Suite HRM, and UltiPro HR. These products are developed by fiscally stable corporations that provide excellent support and long-term development strategies.

The HRIS Specialist examines and verifies employee information processed by automated HR systems. They compile statistical information and prepare reports relating to payroll, recruiting, position classification, compensation, training, equal opportunity employment, or affirmative action. They also provide assistance with HRIS maintenance, troubleshoot user technical problems, and provide training.

Definition: A Human Resources Information System, is a system that lets you keep track of all your employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases.

These systems include the employee name and contact information and all or some of the following:

  • department,
  • job title,
  • grade,
  • salary,
  • salary history,
  • position history,
  • supervisor,
  • training completed,
  • special qualifications,
  • ethnicity,
  • date of birth,
  • disabilities,
  • veterans status,
  • visa status,
  • benefits selected,
  • and more

They include reporting capabilities. Some systems track applicants before they become employees and some are interfaced to payroll or other financial systems.

The criteria for hiring senior human resources executives include strong business acumen, proficiency in a variety of HR software applications and a track record of success, according to a recent article. The ability to measure and demonstrate returns on HR investments is key as well as experience with new services and technologies.

Typically, the better The Human Resource Information Systems (HRIS) provide overall:

  • Management of all employee information.
  • Reporting and analysis of employee information.
  • Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
  • Benefits administration including enrollment, status changes, and personal information updating.
  • Complete integration with payroll and other company financial software and accounting systems.
  • Applicant tracking and resume management.

The HRIS that most effectively serves companies tracks:

  • attendance and paid time off [PTO] use,
  • pay raises and history,
  • pay grades and positions held,
  • performance development plans,
  • training received,
  • disciplinary action received,
  • personal employee information, and occasionally,
  • management and key employee succession plans,
  • high potential employee identification, and
  • applicant tracking, interviewing, and selection.

An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs.

With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.

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Two emerging human resources specialties include international human resources managers, who handle human resources issues related to a company’s foreign operations; and human resources information system specialists, who develop and apply computer programs to process human resources information, match job seekers with job openings, and handle other human resources matters.