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Advantages And Disadvantages of HRIS in Human Resource Management

Human Resources Information Systems (HRIS) have progressed since the 1980s from relatively simple computer applications to digital vaults of advanced human resources information and functions.

HRIS is the name of the recruiting self-discipline for HRIS specialists and other recruiting professionals mixed up in technology for work and personnel issues.

An HRIS is employed for employment actions such as applicant monitoring, performance management, attendance, payment and benefits management, employees analyses, and arranging.

A very popular use of HRIS is worker self-service. Many employers are choosing their HRIS to supplement the recruiting department personnel by allowing employees for find answers to common questions they would have asked a human resources representative.

An worker self-service part can be utilized in a small business setting because it can be configured to support work places with a dozen employees to companies with 10, 000 employees.

Introduction

Human Resources Information System, is something that enables you to keep an eye on your entire employees and information about them. It is usually done in a database or, more often, in a series of inter-related databases.

These systems include the worker name and contact information and all or a few of the next:

  • department
  • job title
  • grade
  • salary
  • salary history
  • position history
  • supervisor
  • training completed
  • special qualifications
  • ethnicity
  • date of birth
  • disabilities
  • veterans status
  • visa status
  • benefits selected

Any HRIS include confirming functions. Some systems keep track of applicants before they become employees plus some are interfaced to payroll or other financial systems.

An HRIS is a management system designed specifically to provide professionals with information to make HR decisions

This is no HR system. . . it is a management system and is utilized specifically to aid management decision making.

The dependence on this type of information has increased in the last few years, especially in large and/or diverse companies, where decision making has been migrated to lessen levels

And large companies generally have the benefit as it pertains to HRIS's. . . the cost to build up an HRIS for 200 people is usually near that for 2000 people. . . so it is a much better investment for large companies. . . greater companies generally have systems which have a fair degree of customization

Therefore, HRIS can be described in simple words as listed below:

Human Resource Management Systems (HRMS, EHRMS), People Resource Information Systems (HRIS), HR Technology or also known as HR modules, form an intersection among human tool management (HRM) and it.

It merges HRM as a willpower and specifically its basic HR activities and procedures with the info technology field, whereas the planning and encoding of dataprocessing systems evolved into standardised exercises and packages of enterprise source planning (ERP) software.

On the whole, these ERP systems have their source on software that integrates information from different applications into one widespread database. The linkage of its financial and human source modules through one database is the most important difference to the singularly and proprietary developed predecessors, which makes this software application both rigid and flexible.

HRIS Advantages

Specialist can take care of :

  • compliance with federal government and state laws
  • streamline processes for recruitment and selection produce
  • analyses data and information for inside and exterior use
  • ease useful for certification computer technology specialists,
  • accuracy of information
  • ability to execute HR audits using any mixture of parameters
  • Employees and professionals must locate answers and information quickly with no need to talk to an HR consultant each time.
  • An HRIS can reduce the amount of paperwork and manual record keeping
  • It retrieves information quickly and accurately
  • It allows quick research of HR issues

HRIS Disadvantages

  • human mistake during information input
  • costly technology to revise your system
  • malfunctions or inadequate applications to support your recruiting needs
  • finding a professional specialist with human resources efficient area knowledge is difficult.
  • Unauthorized Access
  • Specialized Knowledge
  • Data Entry Errors
  • The cost per-hire for another employee in a particular field may be considered a stretch for a few small businesses

New Technology

With the changing world and frequent new technology that's available, managers have to be alert to the technology that increase performance in their company.

Human source information systems (HRIS) have significantly changed since it was first introduced at Basic Electric in the 1950s.

HRIS has truly gone from a simple process to convert manual information keeping systems into computerized systems, to the HR Information Systems that are being used today.

Human resource experts began to start to see the likelihood of new applications for the computer.

The idea was to assimilate many of the different human reference functions.

The effect was the 3rd generation of the computerized HRIS, a feature-rich, broad-based, self-contained HRIS.

Many companies have observed a need to enhance the way Human Resource businesses are performed in order to keep up with new technology and increasing numbers of employees.

Terasen Pipelines

moved its head office from Vancouver to Calgary to be closer to the essential oil and realized a major development in employees.

In days gone by taking keeping was done on paper and with spreadsheets.

Mangers at Terasen understood that there was a need to improve to a far more computerized system and investigated different HRIS vendors.

By making the move to a HRIS system, Terasen is able to keep more exact files as well as better plan future expansion.

WORKSource Inc.

To meet up with the challenge of handling 100 new employees, WORKSource Inc. received Web-based technology programs from GHG Corp. like electric pay stub, electronic digital timesheet software, time-off system, and individual source of information information system ("Tips, " 2006).

By adapting these new programs, WORKSource could reduce waste materials and cost.

Performance

HRIS systems may keep tabs on performance reviews and performance issues within its management of employee information. Higher-grade systems may also conduct numerical functions related to this data to be able to rate employees predicated on performance abilities. These details can then be used to make business decisions such as whether to provide a worker a campaign or an improvement in pay.

Employee Information

All HRIS software maintains a database of information on employees past and present, including such data as pay rates, office, raises and personal information.

Payroll

Most HRIS software will at least some basic form of payroll processing. Payroll commences with tracking enough time allocated to certain activities, usually as reported by the employee him or herself. This reporting is usually done through some sort of software or web application, though a lot of people keep tabs on work time on hard duplicate varieties that then need to be scanned or transcribed in to the computer system. Payroll systems will also carry out necessary accounting and may even print the actual paychecks.

Benefits Administration

HRIS systems that execute payroll businesses also usually control benefits information, such as medical coverage and old age accounts. These tie up in closely with payroll but are also tracked alongside other employee information such as salary and paid time off.

Work Time

HRIS systems generally are the capability of traffic monitoring employee work-time, especially where employees are paid hourly or are on contract.

Types of Software

HRIS systems come in a variety of software configurations. Some systems are hard-coded for local assembly on the computer or network at the business' location. Other systems execute business online as a Software as something (SaaS) system, usually over the Internet via internet sites or Intranet systems. Finally, some program vendors might provide service as a mixture of these kind of software.

Modular Systems

Different software programs have different features, and some vendors may offer different tiers of service. Basic services are generally provided within a package with additional functions being available as modules that may be plugged into the essential offer of software

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