Advantages And Disadvantages of HRIS in Human Resource Management

Advantages And Disadvantages of HRIS in Human Resource Management

Human Resources Information Systems (HRIS) have evolved since the 1980s from relatively simple computer applications to virtual vaults of sophisticated human resources information and processes.

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HRIS also is the name of the human resources discipline for HRIS specialists and other human resources professionals involved in the technology for employment and personnel matters.

An HRIS is used for employment actions such as applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling.

A very popular use of HRIS is employee self-service. Many employers are utilizing their HRIS to supplement the human resources department staff by enabling employees for find answers to common questions they would have asked a human resources representative.

An employee self-service component can be used in a small business setting because it can be configured to accommodate work places with a dozen employees to companies with 10,000 employees.

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.

These systems include the employee name and contact information and all or some of the following:

• 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 reporting capabilities. Some systems track applicants before they become employees and some are interfaced to payroll or other financial systems.

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

This is not an HR system…it is a management system and is used specifically to support management decision making .

The need for this kind of information has increased in the last few years, especially in large and/or diverse companies, where decision making has been moved to lower levels

And large companies generally have the advantage when it comes to HRIS’s…the cost to develop an HRIS for 200 people is usually close to that for 2000 people…so it is a better investment for large companies…larger companies tend to have systems that have a fair degree of customization

Therefore, HRIS can be defined in simple words as given below:

Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management (HRM) and information technology.

It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the planning and programming of dataprocessing systems evolved into standardised routines and packages of enterprise resource planning (ERP) software.

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

HRIS Advantages

Specialist can manage :

• compliance with federal and state laws
• streamline processes for recruitment and selection produce
• analyses data and reports for internal and external use
• ease of use for qualification computer technology specialists,
• accuracy of information
• ability to perform HR audits using any combination of parameters
• Employees and managers can locate answers and information quickly without the need to consult an HR representative every time.
• An HRIS can reduce the amount of paperwork and manual record keeping
• It retrieves information quickly and accurately
• It allows quick analysis of HR issues

HRIS Disadvantages

• human error during information input
• costly technology to update your system
• malfunctions or insufficient applications to support your human resources needs
• finding a qualified specialist with human resources functional area knowledge is difficult.
• Unauthorized Access
• Specialized Knowledge
• Data Entry Errors
• The cost per-hire for another emp……………………………..
  

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