| > | | | | of benefits programs, including life and health insurance, |
| As the very nature of business has evolved over the | | | | retirement pensions, stock purchases, and profit |
| past couple of decades, the task of managing a | | | | sharing. Benefits are an extremely valuable component |
| company’s human resources has become | | | | of worker compensation packages. Competent HRIS |
| increasingly intricate. It is the duty of HR to organize | | | | benefit modules will furnish elaborate reports which will |
| employee information, including background, education, | | | | assist the company in creating an attractive yet |
| skills, and job history. | | | | affordable benefits package for its employees. |
| Historically, larger organizations have struggled to | | | | Recruiting - Recruiting software is an essential |
| efficiently manage their massive amounts of HR data | | | | component of every HRIS. When the economy is |
| without the use of computers. A Human Resource | | | | good, an organization must endeavor to recruit new |
| Information System, or HRIS, is a type of software | | | | employees; and even if not presently hiring, it is to the |
| application explicitly designed to handle matters of | | | | advantage of the company to still accumulate |
| employment and personnel. In the past, HRIS were | | | | resumes of qualified candidates so that, when the |
| run only on vast, centralized mainframe computers. | | | | need arises, positions can be swiftly filled. Nowadays, a |
| Now, however, technology has matured to allow these | | | | majority of employee recruiting is being done online. |
| applications to be run easily from smaller computer | | | | Recruiting software such as Talent Management |
| systems, making them accessible to all. In order to | | | | Systems, or Applicant Tracking Systems, can evaluate |
| understand the importance of having a company HRIS, | | | | a company’s existing personnel usage and |
| consider a few of their common components. | | | | needs, target both internal and external qualified |
| Payroll - The payroll system, of course, functions to | | | | applicants, and execute the actual process of |
| ensure that each employee is delivered the correct | | | | recruitment. Such organized systems are also |
| pay based on salary and work. The HRIS payroll | | | | extremely useful in ensuring that the organization is |
| system collects data on employee work hours and | | | | obeying all Equal Opportunity Employment laws.The |
| absences, records overtime, and, depending on the | | | | three points mentioned above are by no means the full |
| complexity of the software, can calculate taxes and | | | | complement of useful Human Resource functions. |
| deductions in order to generate and deposit various | | | | Other processes exist which assess employee |
| employee paychecks, government checks, and | | | | production, catalogue individual qualifications, and track |
| reports. The module must observe federal, state, and | | | | business training exploits, to name only a handful. |
| city tax regulations exactly, and navigate technical | | | | Organizations interested in delving further into |
| documents and union contracts. Data flowing out of | | | | HRIShave innumerable options before them, not only in |
| the payroll system should filter back into financial | | | | terms of software vendors, but also the features |
| management systems in order to aid executives in | | | | offered by the individual software packages. HRIS is |
| making financial decisions. | | | | highly customizable, and, if put to the right tasks, it can |
| Benefits - The benefits administration module allows a | | | | do wonders for your business. |
| company to track employee engagement in a variety | | | | |