11 December 2019

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HR: How to Simplify Information Management?

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HRIS or the Human Resource Information Systems is an online solution which is used for data tracking, entry of data and other data information needs related Human Resources department. This software or online solution is used for payroll solutions, accounting functions and management of data in an organisation. There are a number of advantages of HRIS like the system manages all employee information properly.

All company-related documents like emergency evacuation procedures, employee handbooks and safety guidelines are managed by the HRIS. The HRIS ensures that the system is implemented in such a manner so that there is proper integration with financial software of the company and the accounting systems. The Human Resource Information System is known to handle resume and applicant management most effectively. Implementing a proper HRIS will help the company to track PTO use and attendance, history of payrolls and pay raises, and the history and background of all the employees.

 Human Resource Information Systems combines information technology with human resource management to simplify the works of the human resource department. The system simply computerizes all the databases and employee records to maintain an updated account of the decisions made or need to be made for the human resource section.

The payroll system is totally automated with the help of HRIS. It not only gathers but also updates the employee payrolls from time to time. The system is also used for gathering information about employee attendance, calculation of taxes on salaries and paychecks can be automated with the help of this system. With HRIS, it becomes easier to appraise employees.

It is an accepted fact that HRIS has a lot of advantages. But there are many experts who feel that an integrated payroll system will not perform as efficiently as before. Both human resources and payroll need the same data, and the common data can be entered in such a manner so that it can be used by both the sections. If this is followed, the process of data reporting becomes much easier. If there is an integrated system, both human resources and the payroll department have problems with the system, as they cannot find all the features they are looking for. The integration of the system demands that for smooth functioning, some of the features are down away with, which is not always acceptable by either human resources or payroll.

The HRIS system is extremely useful for the human resources section. The system is designed to look into the specific needs of the department. But if there is no proper interface between payroll and HRIS, it often becomes extremely difficult to manage the tasks.

 When you come to think of the HRIS, you have to understand that the work which used to be done manually is now fully computerised which means that one has to hire specialised trained professionals to do the job. If you are buying software, you will have to think of the expenses. Implementing the system means that the company is willing to curtail the overall expenses. Maintaining the software properly for smooth running of the business is absolutely essential. 

Employees are considered the assets of the company. It has been predicted that HRIS usage will not only support all strategic HR tasks, but will help to simplify the decision-making process. Complex negotiations become easier with the implementation of HRIS. But the system should be flexible enough to accommodate all the needs of the organisation. One has to understand that every organisation is unique. The system has to be customised for optimal use by the organisation. If the HRIS is inflexible, it becomes increasingly difficult to upgrade the system. HRIS has both advantages and disadvantages. But when you compare the two, you will find that the advantages outnumber the drawbacks. The system is known to simplify the job for the human resource department and they appreciate the implementation of the system.

 

 

Last Updated ( Thursday, 22 July 2010 09:56 )  

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