| > | | | | - Transparency in dealings |
| To make a human resource department more | | | | - Clear line of vision |
| effective and efficient new technologies are now | | | | - Process driven - People independent |
| being introduced on a regular basis so make things | | | | - Instant real time MIS generation |
| much simpler and more modernized. One of the latest | | | | - One Employee Database |
| human resource technologies is the introduction of a | | | | - Database updated in real time with every decision |
| Human Resources Information System (HRIS); this | | | | action taken by employees specially helpful for multiple |
| integrated system is designed to help provide | | | | location Organisation |
| information used in HR decision making such as | | | | - Freedom from paper work |
| administration, payroll, recruiting, training, and | | | | - Human error free |
| performance analysis. | | | | - No referring back to HR manual time and again as |
| Human Resource Information System (HRIS) merges | | | | the application is configured according to the guidelines |
| human resource management with information | | | | provided, avoiding employee delays and confusion. |
| technology to not only simplify the decision making | | | | - Complete data security from internal and external |
| process, but also aid in complex negotiations that fall | | | | intruders |
| under the human resource umbrella. The basic | | | | - Employee Satisfaction |
| advantage of a Human Resource Information System | | | | - Total control over employee movement and Talent |
| (HRIS) is to not only computerize employee records | | | | Management |
| and databases but to maintain an up to date account | | | | - Take pre — emptive measures based on |
| of the decisions that have been made or that need to | | | | facts in order to avoid tricky situations. |
| be made as part of a human resource management | | | | By Employees |
| plan. | | | | - Self Service - Single working window |
| Why you need HR automation? | | | | - Delegation of duty |
| Running a company is much more complicated than it | | | | - Boosts performance - Saves time |
| used to be, in many significant ways. Demands on the | | | | - Automatic event reminders and escalation mails |
| time and effort of company executives are higher | | | | - Empowers employees to take informed decision |
| than ever before, yet employee needs are higher as | | | | - 24/7 availability |
| well. | | | | - Role based access rights to reports/data |
| Modern technology is available to meet these new | | | | - Cut short the waiting time |
| needs. One main form of this technological assistance | | | | - Boosts employee moral |
| is the Human Resources Information System, or HRIS. | | | | What you should be looking for when evaluating: |
| This handy software application helps the harried | | | | - Features |
| employer take care of a host of human resources | | | | - Ease of use |
| functions using just one handy tool. Rather than | | | | - Configurability |
| tracking employee attendance in one database | | | | - Scalability |
| program and employee performance reviews in | | | | - Speed of application |
| another word processing program, an employer can | | | | - Application training and support |
| use HRIS to consolidate all of that data into one | | | | - Set up time / Implementation time line |
| convenient employee profile system. | | | | - Pricing |
| Using HRIS, an employer can configure payroll and | | | | - Hidden charges |
| benefits systems, create and manage training | | | | - Return on Investment |
| systems, and even track performance reviews. | | | | - Ongoing application running cost |
| Applications run the gamut from simple | | | | - Application life cycle |
| time-and-attendance trackers to entire suites of | | | | - AMC terms and condition |
| tracking and data systems. Some of these applications | | | | - Technology used |
| are customizable, allowing employers to track such | | | | - Product Roadmap |
| data as employees' personal histories, skills, and | | | | The cost of not having one: |
| workplace preferences. This kind of electronic data | | | | For Organization |
| tracking makes managing employees' needs much | | | | - Short line of vision |
| easier and enables employers to focus on other | | | | - Small in-house or outside developed automation tools |
| needs. In some cases, using HRIS can mean one less | | | | not synchronized leading to repetition of work |
| employee that an employer needs to hire. | | | | - Low employee productivity |
| Even if an employer does have a human resources | | | | - Multiple databases prone to errors — no |
| director, HRIS can streamline the process of keeping | | | | synchronization of data- especially in multi location |
| track of employees' payroll, benefits, and review data. | | | | Organisation |
| At the very least, an HRIS suite can help eliminate the | | | | - Almost complete non availability of real time reports |
| need for human resources paperwork. And the larger | | | | - Organisation tends to be reactive rather than |
| the company, the higher the number of employees and | | | | pro-active |
| the more HRIS is necessary. | | | | |
| What benefits are derived? | | | | For Employees |
| By Organization | | | | - Quality time spent more on Administrative activities |
| - Efficiency - Better planning — Better decision | | | | rather than Strategic activities. |
| - Cost saving / Budget controlling | | | | |