Human Resource Information System (HRIS)

Human resource information system (HRIS):

A human resource information system (HRIS) is a software application that helps organizations manage their human resources (HR) data and processes. HRIS can be used to store, manage, and analyze HR data, such as employee records, payroll information, and training records.

HRIS can help organizations to:

  • Improve efficiency and productivity: HRIS can automate many of the tasks involved in HR, such as payroll processing, benefits administration, and performance management. This can free up HR professionals to focus on more strategic tasks, such as talent acquisition and development.
  • Make better decisions: HRIS can be used to collect and analyze data about employees, such as their skills, experience, and performance. This data can be used to make better decisions about staffing, training, and compensation.
  • Comply with regulations: HRIS can be used to track and store employee data in a way that complies with government regulations, such as those related to discrimination and privacy.

Here are some of the specific functions that an HRIS can perform:

  • Recruitment and selection: HRIS can be used to track job postings, manage applicant data, and conduct online interviews.
  • Onboarding: HRIS can be used to create employee profiles, onboard new employees, and track their progress.
  • Payroll: HRIS can be used to calculate salaries and wages, track time and attendance, and generate payroll reports.
  • Benefits: HRIS can be used to manage employee benefits, such as health insurance, retirement plans, and paid time off.
  • Performance management: HRIS can be used to track employee performance, conduct performance reviews, and develop performance improvement plans.
  • Training and development: HRIS can be used to track employee training and development, manage training courses, and generate training reports.
  • Compensation and rewards: HRIS can be used to manage employee compensation, such as salaries, bonuses, and commissions.
  • HR analytics: HRIS can be used to collect and analyze data about employees, such as their skills, experience, and performance. This data can be used to make better decisions about staffing, training, and compensation.

Multiple choice questions:

  1. Which of the following is not a function of an HRIS?
    • Recruitment and selection
    • Onboarding
    • Payroll
    • HR analytics
  2. Which of the following is an example of data that can be stored in an HRIS?
    • Employee personal information
    • Job history
    • Performance reviews
    • All of the above
  3. Which of the following is an example of a report that can be generated by an HRIS?
    • Payroll report
    • Benefits report
    • Performance report
    • All of the above

Answers:

  1. (C) HR analytics. HR analytics is not a function of an HRIS. It is a process that uses data from an HRIS to make better decisions.
  2. (D) All of the above. Employee personal information, job history, and performance reviews are all examples of data that can be stored in an HRIS.
  3. (D) All of the above. Payroll reports, benefits reports, and performance reports are all examples of reports that can be generated by an HRIS.