Hi!! Hope you are doing well. Please let me know how I can implement a centralized HRIS system for a company that has 8-9 different business units. How should I go about it?
Also, provide me with an exact picture of HRIS. What exactly is it and what are its uses?
In hope of a prompt reply.
Warm regards,
Eafil
From India, Delhi
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7Also, provide me with an exact picture of HRIS. What exactly is it and what are its uses?
In hope of a prompt reply.
Warm regards,
Eafil
From India, Delhi
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A Human Resources Information System is a system that allows you to keep track of all your employees and information about them. It is usually implemented in a database or, more commonly, in a series of inter-related databases.
These systems typically include the employee's name, contact information, and some or all of the following details: department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veteran status, visa status, benefits selected, and more. They also offer reporting capabilities. Some systems can track applicants before they are hired, while others are integrated with payroll or other financial systems.
Regards,
eafil
From India, Delhi
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These systems typically include the employee's name, contact information, and some or all of the following details: department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veteran status, visa status, benefits selected, and more. They also offer reporting capabilities. Some systems can track applicants before they are hired, while others are integrated with payroll or other financial systems.
Regards,
eafil
From India, Delhi
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Hi, Our company is Telecom base service provider and I am looking to develop HRIS for the company,pls guide how do we go abt it Regards Parul
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As you desire.... a detailed reply from me.
Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection 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. Basically, it is HR workflow automation.
HR workflow typically affects the complete life cycle of an employee in an organization. From the time they are a 'Perspective' employee until the time they separate and become an alumni. These alumni may also be prospective employees in some cases (most cases).
So, an HRIS performs the simple task of removing or minimizing paperwork and the administrative burden on HR. Typically, HR handles:
- Recruitment
- Leave and attendance management
- Travel and conveyance expenses
- Payroll, compensation, and benefits administration
- Performance appraisal
- Training and development
- Succession planning
- Employee separation management
Most HRIS solutions introduce the concept of employee self-service, which means the workflow is triggered at the employee level. For example, when applying for leave, an employee submits the leave application to HR. HR then sends it for approval from the supervisor. Once approved, HR updates the leave balances, and the person is informed that their leave is sanctioned.
With HRIS in place, this entire process is automated with no HR intervention. The benefits are evident:
- Administrative load on HR is reduced, allowing them to focus on strategic HR.
- Since all relevant information is captured, a good HRIS will provide better reports for decision support.
- Saves time.
- Built-in escalation engines track workflows and ensure continuity.
- Every exception to business rules will require approvals (this may or may not be a benefit, but all good HR systems have very powerful exception handling features).
- Creates a central repository of employee data. (In many organizations, this data is scattered in Excel files).
A company with multiple business units can opt for a centralized HRIS. This helps in cases where they want to incorporate cross-business unit employee mobilization or simply save costs.
When we talk about a system, we refer to it as a set of defined rules and workflows. In an organization, we create different departments with different functions like sales, finance, etc., but for an employee, the HR rules remain the same throughout, regardless of the department they are in.
Similarly, as long as the basic HR rules are common across the business units (e.g., leave policies, travel policies, or any other business policy for HR), the same HRIS will work. The extent of flexibility in the HRIS will determine if policy deviations across business units can be enabled. Normally, HRIS vendors do not encourage that for obvious reasons.
I hope that answers your query.
Just a thought away,
Saurabh
From India, New Delhi
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Human Resource Management Systems (HRMS, EHRMS), Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection 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. Basically, it is HR workflow automation.
HR workflow typically affects the complete life cycle of an employee in an organization. From the time they are a 'Perspective' employee until the time they separate and become an alumni. These alumni may also be prospective employees in some cases (most cases).
So, an HRIS performs the simple task of removing or minimizing paperwork and the administrative burden on HR. Typically, HR handles:
- Recruitment
- Leave and attendance management
- Travel and conveyance expenses
- Payroll, compensation, and benefits administration
- Performance appraisal
- Training and development
- Succession planning
- Employee separation management
Most HRIS solutions introduce the concept of employee self-service, which means the workflow is triggered at the employee level. For example, when applying for leave, an employee submits the leave application to HR. HR then sends it for approval from the supervisor. Once approved, HR updates the leave balances, and the person is informed that their leave is sanctioned.
With HRIS in place, this entire process is automated with no HR intervention. The benefits are evident:
- Administrative load on HR is reduced, allowing them to focus on strategic HR.
- Since all relevant information is captured, a good HRIS will provide better reports for decision support.
- Saves time.
- Built-in escalation engines track workflows and ensure continuity.
- Every exception to business rules will require approvals (this may or may not be a benefit, but all good HR systems have very powerful exception handling features).
- Creates a central repository of employee data. (In many organizations, this data is scattered in Excel files).
A company with multiple business units can opt for a centralized HRIS. This helps in cases where they want to incorporate cross-business unit employee mobilization or simply save costs.
When we talk about a system, we refer to it as a set of defined rules and workflows. In an organization, we create different departments with different functions like sales, finance, etc., but for an employee, the HR rules remain the same throughout, regardless of the department they are in.
Similarly, as long as the basic HR rules are common across the business units (e.g., leave policies, travel policies, or any other business policy for HR), the same HRIS will work. The extent of flexibility in the HRIS will determine if policy deviations across business units can be enabled. Normally, HRIS vendors do not encourage that for obvious reasons.
I hope that answers your query.
Just a thought away,
Saurabh
From India, New Delhi
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Hi Eafil,
Hope this information helps :)
You can organize the data into five broad categories as follows:
Basic Info
- Addresses
- Basic Info
- Brief Information
- Driving License Details
- Family Details
- Health Details
- Interest/Hobbies
- Languages Known
- Passport Details
- Personal Details
- Visa
Work Info
- Bank Details
- Document Manager
- Employee Asset
- Joining Details
- Memberships
- Nomination
- Personal History Record
- References
- Relatives in Company
- Resignation Details
- Rewards
- Second Manager
- Skill Set
Career Info
- Appraisals
- Career History
- Career Status
- Certifications
- Overseas Experience
- Previous Employment
- Qualification
- Reprimands
Financial Info
- PF
- Salary Details
Leave
- Leave Type
- Opening Bal.
- Credited
- Applied
- Availed
- Encashed
- Closing Bal.
ePayroll
- Salary Statements
I hope this breakdown is useful for your needs.
Regards,
Ali
From India, Bangalore
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Hope this information helps :)
You can organize the data into five broad categories as follows:
Basic Info
- Addresses
- Basic Info
- Brief Information
- Driving License Details
- Family Details
- Health Details
- Interest/Hobbies
- Languages Known
- Passport Details
- Personal Details
- Visa
Work Info
- Bank Details
- Document Manager
- Employee Asset
- Joining Details
- Memberships
- Nomination
- Personal History Record
- References
- Relatives in Company
- Resignation Details
- Rewards
- Second Manager
- Skill Set
Career Info
- Appraisals
- Career History
- Career Status
- Certifications
- Overseas Experience
- Previous Employment
- Qualification
- Reprimands
Financial Info
- PF
- Salary Details
Leave
- Leave Type
- Opening Bal.
- Credited
- Applied
- Availed
- Encashed
- Closing Bal.
ePayroll
- Salary Statements
I hope this breakdown is useful for your needs.
Regards,
Ali
From India, Bangalore
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Hi!
All that was really a great help. Dear friends, right now I am just looking for more and more information about the same so that I can present the positive points of the system to top management. When it comes to the development part, I'll definitely be in touch with you guys. Till then, please help me out with whatever you can post related to the same topic.
Wishes and regards,
EAFIL :)
From India, Delhi
Acknowledge(0)Amend(0)
All that was really a great help. Dear friends, right now I am just looking for more and more information about the same so that I can present the positive points of the system to top management. When it comes to the development part, I'll definitely be in touch with you guys. Till then, please help me out with whatever you can post related to the same topic.
Wishes and regards,
EAFIL :)
From India, Delhi
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HOW HRIS HELPS IN INDUCTION PROCEDURE OF A.pps
NHRD JOURNAL- HRIS.pdf.pdf