By now, everyone should have already heard about the Human Resources Information System or HRIS. Although the word has become very popular, the standards of this solution is still rather unknown. But what exactly is HRIS and what does it do for a company? We answer these question sin this article…
What is an HRIS?
An HRIS, or Human Resources Information System, is a procedure that integrates several software packages to manage and automate a specific number of human resources. It covers the management of career development, payroll or recruitment and training depending on the outcome wanted by the company.
The HRIS is therefore a collection of software that supports the company’s human resources department in its various day-to-day functions.
What are the roles of an HRIS?
Payroll management: this dimension will mechanize the management of the account by collecting all the information corresponding to this function such as the number of hours used, permissions, social contributions, and deductions. This is possible before generating the payslips.
Workplace Benefits Administration: This brick helps to manage the employee’s attendance calendar and to motorise the management process for absences and holidays. The most sought-after software can also make scheduling suggestions to optimise job allocation.
Social benefits administration: this role aims to make it easy to manage the various mandatory or non-mandatory municipal benefits, especially those relating to health insurance, employment injury insurance, or supplementary pensions.
Human resources administration: this module combines all the services corresponding to human resources specifically. This ranges from recruitment to career development management, pensions and training. All the information corresponding to the employee, such as his identity, his diplomas, his skills, or his salary, is associated here.
How to implement an HRIS in your company?
At present, HRIS solutions are deliberately designed in two different ways. The first is the software package solution, which is a continuation of software packages for which the company buys a licence that gives access to their use on an almost extensive computer park. The second solution is SaaS, which is installed as a service in the company’s cloud, preferably on one or more computers in the HR department.
Companies do not buy separate software packages that are made available, but rather pay for the subscriptions. The benefit of such a solution is that the software sizes and modules are available everywhere and from any medium.