atif_kwt Started The Discussion:

What are the reasons many companies implement HRIS systems in their organisations.What problems does companies face by not having HRIS.

Appreciate your help.Thanks

Atif Aziz
Hi, am not sure whether you are looking at HRIS from a student perspective or HR perspective or CEO. This link would be helpful to you HR Processes, systems, streamlining, automation...: John's Story : Goodbye to complaints from Boss, Employees and Department Heads

These are the following reasons why an organization go for HR management software:

    • Manage information for employees: Personal profiles, skills, education, dependants, training, fixed assets allocated, salary progression, important details for driving license, visa, work permit, passport etc
    • Dashboard for instant access to information
    • Grades with benefits tied to them
    • Integrated recruitment solution for efficient recruiting and resume management( Add-on module)
    • Automates alerts for various events like expiry of driving license, visa, work permit, passport etc
    • Automates the payroll process using data from self-service, leave and loan applications
    • Integrates leave and loan accounting
    • Defines unlimited earnings and deductions
    • Track salary progressions
    • All earning and deduction heads can be suitably grouped to map in-to the cost/accounts head (optional) with automatic data transfer facility to general ledger/subsidiary ledger/ pay check/bank transfer/benefit admin process
    • Host of post-payroll reports that gives you 360 degree view of payroll
Self Service

    • Automates leave process from application to final approval
    • Integrates seamlessly with payroll application
    • Efficient and well organized workflow driven methods to manage employee profiles, benefits, leaves, loans and salary calculations
    • Check online status of leave
    • Expense recovery from Company
    • Air Ticket request
    • Online access to HR and payroll info with proper control mechanism for employees and line managers
    • Well structured navigation for ease of use
Recruitment and Resume Manager
    • Post vacancy
    • Resume classification and storage for easy retrieval
    • Tracking of candidates coming thru Recruitment agencies
    • Short-listing and interview scheduling
    • Setup of Interview parameters and rating of candidates
    • Setting up of Interview calendar for interviewers
    • Check references
    • Addition of selected candidates to HR system
    • Reduces cost per hire
    • 360 appraisal
    • Setup of Appraisal Managers and Appraisee
    • Outside contributor management
    • Appraisal template setup
    • Minimal training needed for all contributors
    • Quick access to appraisal history
Time Sheet
    • Helps manages manpower effectively and efficiently
    • Project wise time accounting for employees
    • Multi dimensional reports on time spent for Client Groups, Clients and Projects
For further details please visit


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Attached FilesProvided by community member hitesh.hrmantra. Register to join your network of peers.
File Type: pdf HRMantra_detailed_Product_features_with_list_of_all_reports[1].pdf (155.4 KB, 88 views)
To greatly oversimplify things, companies adopt HRIS solutions because it makes their jobs easier and more efficient. From what I've seen, most companies reach a tipping point where a payroll system by itself no longer cuts it. Typically, smaller companies are not the ones purchasing a full-blown HRIS--it is the mid to larger-size companies that are looking at HRIS. Companies adopt these systems because they are looking for ways to improve efficiency and accuracy. Sure, there can be drawbacks if you don't select the right system for your organization or don't implement it correctly. However, if you perform the right amount of due diligence through vendor comparison, reference checks, etc., then that shouldn't be an issue.

Companies choose HRIS in order to leverage the potential of the employee, in the process they streamline their payroll process, their organizational work flow, maintain each and every activity both at the employee level and at employer level. Here are the things that HRIS can do

1.Maintaining Employee Database
2.Payroll Processing
3.Resume Screening
4.Attendance Management
5.Leave Management
7.Performance Management
8.Benefits and Compensation Management
9.Travel Management
10.Internal Communications
11.Project Management
12.Exit Process

When things were done using paper it becomes very tedious not only for the HR, it is difficult for the company to maintain all these things without any glitches. HRIS not only automates the process, it brings more efficiency of the workforce therefore the ROI is higher, Since HR task is most simplified he or she can concentrate on other things.

Please feel free to contact us for further assistance


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