What To Expect After Implementing HRIS Software In Your Company?

Author: Saajan Sharma

Many times, the terms HRMS and HRIS are used interchangeably, implying that they are one and the same, which is not true. A very less number of people know and understand the hairline difference between a Human Resource Management System and Human Resource Information System. So, to particularly speak of any of the two, the minute distinction between them has to be brought out. Now if we talk about HRMS, it is a huge terminology having a broader scope.

The qualitative aspects of an employee’s information are covered under this. On the other hand, when we talk about HRIS, it narrows down to the angle that encompasses only the tracking of quantitative data of the workforce. In this blog, since we are specifically talking about what is HRIS and how it impacts an organization’s workflow, let us first see what are the different kinds of Human Resource Information System:

Types of HRIS Software and Systems:

  • ATS (Applicant Tracking Systems)
  • Benefits Management Systems
  • Payroll Management Systems
  • Time & Attendance Management Systems
  • Learning & Development/ Training Systems
  • Performance Management Systems
  • Succession Planning Systems
  • Employee Self Service Systems
  • Reporting & Analytics Systems

    • Now since we have noted the essence of an HRIS software with its definition and types, it is time to walk through the functions that you can control and enhance with this system in your organization:

    HR Strategy Formulation

    Since the software is about human resource management, HR strategy formulation is what it aims at. An HRIS system is used to track important data that supports business strategy and HR advancements. So, as soon as you integrate an HRIS in your organization, it will turn out to be beneficial for your planning, process management and entire workflow optimization.

    Data Integration

    With the help of an advanced HRIS, you can get the entire employee data coordinated and synchronized. All the parts of the system can basically interact and allow comprehensive reporting and analysis capabilities, including internal evaluations, audits and data preparation & integration for non-users to give a combined view on a single and unified platform. Due to this feature, Record-Keeping also becomes 10 times easier.

    Information Accuracy

    An intelligent HRIS ensures accurate data stored in the system. Improved precision and automatic data interpretation as per the previous record is one of the most significant features of the Human Resource Information System. In this way, when you implement an HRIS, information becomes more accurate.

    Benefits Administration

    With an HRIS software in place, you can accomplish major benefits administration functions including the planning of benefits programmes, enrolment of new employees in the programs liaising with the suppliers, taking care of the invoices, drafting and issuing notices and reporting.

    Self Service HR

    This feature refers to the management of HR functions by all the employees at the same level on their own. This is one of the most important benefits of an HRIS software. If you have one in your company, be assured that each and every professional from the executives to the managers can perform HR-related functions from their own systems. It gives a wonderful user experience because of being user-friendly.

    Compliance Management

    Similar to other quantitative aspects that an HRIS system covers, compliance management is another area that it can manage. The senior professionals such as managers and CXOs can easily plan, organize, control and lead operations in order to ensure that the employees are abiding by the company policies and procedures and are compliant with the latest business standards.

    Thus, the bottom line is that, incorporating a Human Resource Information System can enhance your business performance exponentially. Since it encompasses a large scope of functions that hold importance in quantitative analysis of employees, it can be of great benefit to the overall business workflow. So, don’t sit back and bring a new HRIS to your office for optimum output.