THE HUMAN RESOURCE INFORMATION SYSTEM -HRIS

Human Resource Information Systems (HRIS) is a process that utilizes information technology for the effective management of human resource functions and applications. It is a computerized system typically comprising a database or interrelated database that tracks employees and their employment-specific information.
In simple words, 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.

1. HUMAN RESOURCE INFORMATION SYSTEM PREPARED BY Dr. MARIA FULGEN ASSISTANT PROFESSOR B.COM RETAIL MARKETING SRI RAMAKRISHNA COLLEGE OF ARTS AND SCIENCE COIMBATORE

2. INTRODUCTION Human Resource Information Systems (HRIS) is a process that utilizes information technology for the effective management of human resource functions and applications. It is a computerized system typically comprising a database or interrelated database that tracks employees and their employment-specific information. In simple words, 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.

3. What does an HRIS do? HRIS  helps businesses use technology  to enhance their people processes and make both HR and their organization as a whole more efficient. As a result, they may be better able to keep pace with evolving workplace trends.

4. FEATURES OF HRIS SOFTWARE Recruitment and onboarding Payroll Time, attendance and scheduling Benefits administration Compliance Reports and analytics Integrations

5. B ENEFITS OF HRIS Make data-driven decisions Some systems have predictive analytics, including forecasting and modeling, which can help HR professionals make more informed decisions. Enhance user experiences HRIS with user-friendly interfaces and mobile apps may make it easier to complete job applications, enroll in benefits and perform other HR tasks. Reduce time-intensive labo u r Common HRIS features – such as automation, analytics and artificial intelligence – may help cut the labor costs associated with payroll, time and attendance, and other manual administrative work.

6. Accommodate business growth Cloud-based technology is often capable of handling increasing numbers of employees, transactions and data volume, as well as expansions to new locations. Maintain compliance Some HRIS providers have monitoring capabilities to stay current with changing regulations and data security measures to help prevent incidents.

7. HRIS vs. HRMS vs. HCM Both HRIS and HRMS can help employers manage various aspects of HR, such as payroll, benefits administration and compliance. Where they may differ is talent and performance management, which is sometimes exclusive to HRMS. HCM, meanwhile, refers to the broad set of people management practices that can be accomplished with HRIS and HRMS .

8. USES OF HRIS

9. What are some examples of HRIS systems? There are many examples of HRIS software available to organizations today. ADP, for instance, offers the following options based on business size: ADP Workforce Now® Designed for mid-sized businesses, ADP Workforce Now provides an all-in-one platform to manage payroll, talent, benefits, time, people, analytics and more. ADP Vantage HCM® Large, multinational companies based in the United States can manage their workforces and make strategic decisions on key growth drivers, like labor costs and turnover, with the aid of ADP Vantage HCM®. ADP Lyric HCM ADP Lyric is the full-suite HCM solution designed for growing, global enterprises. Lyric’s flexible, intelligent, and human-centric design, combined with ADP’s reliable partnership and expertise, supports the unique needs of your organization and today and as it evolves.