Definition: A human resource information system (HRIS) is an information system or managed service that provides a single, centralized view of the data that a human resource management (HRM) or human capital management (HCM) group requires for completing human resource (HR) processes.
To put it another way, a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to allocate too many resources toward them.
In most situations, a HRIS will also lead to increases in efficiency when it comes to making decisions in HR. The decisions made should also increase in quality—and as a result, the productivity of both employees and manages should increase and become more effective.
Sage Abra HRMS’ flexible design features a comprehensive array of features, plus the powerful reporting and analysis capabilities you need to efficiently manage your workforce.
- Human Resource Management
- Flexible Payroll Management
- Employee Self-Service
- Benefits Enrollment
- Training Management
- Simplified Recruitment
Premier HR puts your people at the heart of the system. This logical, integrated and streamlined extension of the Premier Payroll system revolves around the HR responsibilities of your business. Learn more.
Premier Employee Self Service (ESS) makes leave processing a breeze by giving your staff user-friendly tools to update their personal details, apply for leave, submit claims and view payslips and IRP5s online. Learn more.
Sage VIP Intelligence Reporting plugs into your Premier Payroll package to give you get penetrating insights and interpretations of your data. Learn more.
Sage SkillsMap lets you attract and retain top talent with a cloud-based, end-to-end recruitment solution. Enjoy minimum cost and effort.
- Leave Management module
- Personnel Management (Basic HR) module
- Employment Equity module
- Skills Development module
- General Ledger module
- Job Costing module
- Loan module
- SMART (Payroll Reporting) module
- InfoSlips (electronic & mobil payslips) module
Through the efficiency advantages conferred by HRIS systems, a HR administrator can obtain many hours of his or her day back instead of spending these hours dealing with non-strategic, mundane tasks required to run the administrative-side of HR.
Similarly, a HRIS allows employees to exchange information with greater ease and without the need for paper through the provision of a single location for announcements, external web links, and company policies. This location is designed to be centralized and accessed easily from anywhere within the company, which also serves to reduce redundancy within the organization.
For example, when employees wish to complete frequently recurring activities such as requests for time off or electronic pay stubs and changes in W-4 forms—such procedures can be taken care of in an automated fashion without the need for human supervision or intervention. As a result, less paperwork occurs and approvals, when deigned, may be appropriated more efficiently and in less time.
Identify Manpower Requirements
In the most basic sense, an HR information system organizes information about every job in your organization. This information might include details such as who is currently in the position, what she is paid and what her job responsibilities, training needs and assigned benefits are. You can use reports about groups of positions or your entire workforce to determine your manpower requirements. To increase production on the factory floor, for example, you must ensure there are enough employees to staff the expansion to your schedule. With a computerized system, you can study the impact of expansion, such as how much it will cost to add the employees that will be needed.
When you must make decisions such as how much manpower will be required, you want to determine quickly what resources are already at your disposal. Using an HRIS, you can make better decisions. Instead of jumping immediately to a plan to recruit and train new employees for factory production expansion, you could pull a report from the HRIS, identifying employees who have skills and training required to be promoted to the new positions. Then, you can recruit less-skilled workers to replace them.
In most firms, there is a critical need to manage how employees are treated, especially to comply with the requirements of Nigerian Labour Law. This is easier when you have all the ways that applicants and employees are handled and their data, from their application to their termination, in one powerful information system. For example, an HR manager could pull a report about the diversity of the organization, including percentages of employees in each occupation by their race, gender or national origin. This report would help to show whether the business is complying with Equal Employment Opportunity regulations.
HRIS as a whole mainly improves information sharing and communication between the company and the employees. HRIS made it easy for the human resources department to smoothly operate all components. With the accurate and objective tracking of compensation and benefits, employees’ morale and motivation increases. The Human Resource Information System reduces cost and time spent on manual data consolidation. It allows the HR management managers to focus more on making decisions and projects rather than paperwork. The system hopes to give the HR management division a more strategic role in the company, as the information taken from HRIS can be the basis for employee training schemes and work efficiency projects.