"Human resources management system (HRMS) or Human Resources Information System (HRIS) or Human Capital Management (HCM) is a form of Human Resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data."
The use of technology to manage HR functions including payroll, benefits administration, and employee data management.
HRIS Overview: Understanding what an HRIS is, its functions, and the benefits it can bring to an organization.
HR Data Management: The basics of managing HR data, including data entry, storage, and retrieval.
HR Analytics: The use of data to gain insights into trends, patterns, and HR-related issues.
HR Workflow Automation: The use of technology to automate administrative tasks, such as onboarding, offboarding, and performance management.
Employee Self-Service: Technology that enables employees to manage their HR-related tasks, such as updating personal information, reviewing pay stubs, and requesting time off.
Performance Management: Processes and tools used to manage employee performance, including goal setting, performance reviews, and feedback.
Recruitment and Applicant Tracking: The use of technology to manage the recruitment and hiring process, including job posting, resume screening, and candidate communication.
Training and Development: Strategies and tools used to train and develop employees, such as learning management systems (LMS) and online training programs.
Compliance and Risk Management: Ensuring regulatory compliance and minimizing HR-related risks, such as data breaches or discrimination claims.
HRIS Implementation: The process of selecting, implementing, and customizing an HRIS, including project management and change management.
HRIS Integrations: The integration of HRIS with other business systems, such as payroll or accounting systems.
HR Metrics and Reporting: The measurement and reporting of HR-related metrics, such as employee turnover, headcount, and diversity.
HR Budgeting and Financial Management: The management and forecasting of HR-related expenses and budgeting.
HR Strategy and Planning: The development and implementation of HR strategies that align with overall business objectives.
HR Outsourcing and Co-Sourcing: The outsourcing of certain HR functions or the use of external service providers or vendors to manage HR processes.
Employee Engagement and Communication: The use of technology to engage and communicate with employees, including through surveys, messaging apps, and social media.
Diversity, Equity, and Inclusion: Strategies and tools used to promote inclusivity and diversity within the workplace, including tracking and reporting on diversity metrics.
HR Compliance Training: Ensuring that employees are trained on HR-related policies and regulations, such as sexual harassment and discrimination training.
Succession Planning: The process of identifying and developing internal talent to fill leadership positions or replace employees who leave the organization.
Global HRMS: The use of HRIS in a global context, including managing data across different countries or regions and addressing cultural and language differences.
HRIS (Human Resources Information System): This system helps in managing the human resources data like employees' personal information, employment history, salary and compensation, employment benefits and attendance. This is also used for recruitment and compliance tracking.
Payroll Systems: This type of system ensures the organization pays salaries, wages, and compensation accurately and on time. This system helps in managing tax deductions, benefits, insurance, overtime, and vacation time.
Talent Management Systems: Talent management comprises the processes involved in attracting, retaining, and developing employees to meet the organization’s needs. The system helps in recruitment, onboarding, performance management, and professional development programs.
Applicant Tracking Systems: This type of system is mainly used in recruitment and help in tracking job applicants’ resumes, skills, and qualifications. It helps automate the recruitment process, thus increasing efficiency and reducing errors.
Learning Management Systems: Learning Management Systems (LMS) involves the administration, documentation, tracking and reporting of training programs. This type of system tracks employee skill growth, knowledge levels, and training requirements.
Performance Management Systems: It is a continuous process of setting goals, reviewing their progress, and developing employees to reach their highest potential. This system helps in identifying key performance indicators, conducting performance reviews, and generating development plans to improve employee performance.
Time and Attendance Systems: This type of system helps in tracking employee working hours to improve productivity and maintain compliance with wage and hour regulations. The system helps in recording employee hours, processing payroll, and time-off management.
HR Analytics Systems: This software offers real-time data and insights into workforce metrics, allowing HR teams to make data-driven decisions. This type of system collects, analyzes, and reports on data related to employee performance, engagement, and retention.
Benefits Administration Systems: This type of system helps in managing employee benefits like health insurance, life insurance, and other perks. It helps in tracking employee participation, eligibility, and plan coverage.
Onboarding Systems: Onboarding is the process of integrating new employees into the organization. This system helps in guiding new hires through the orientation process, reviewing policies, and providing work-related resources.
"Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration (total rewards), time and attendance, employee performance management, and tracking competency and training records."
"A human resources management system ensures everyday human resources processes are manageable and easy to access."
"The field merges human resources as a discipline and, in particular, its basic HR activities and processes with the information technology field."
"This software category is analogous to how data processing systems evolved into the standardized routines and packages of enterprise resource planning (ERP) software."
"The linkage of financial and human resource modules through one database creates the distinction that separates an HRMS, HRIS, or HCM system from a generic ERP solution."
"Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration (total rewards), time and attendance, employee performance management, and tracking competency and training records."
"Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll..."
"...recruitment, benefits administration (total rewards)..."
"...time and attendance..."
"...employee performance management..."
"...and tracking competency and training records."
"These ERP systems have their origin from software that integrates information from different applications into one universal database."
"The linkage of financial and human resource modules through one database..."
"The linkage of financial and human resource modules through one database creates the distinction..."
"The field merges human resources as a discipline and, in particular, its basic HR activities and processes with the information technology field."
"This software category is analogous to how data processing systems evolved..."
"...to ensure the easy management of human resources, business processes and data."
"...benefits administration (total rewards)..."
"...to ensure the easy management of human resources, business processes and data."