Selectingan HRIS Application
Selectingan HRIS Application
Adoptingan efficient human resource information system will facilitate betteradministration and increase performance. There are three main reasonsas to why an HRIS system will be highly beneficial to GGS. As such,Mr. Bell will no longer need to do the weekly visits to assess theongoing activities. The systems provide precise data by trackingperformance reviews and issues. A high-grade system will also allowproductivity analysis, hence allowing decision-making on whether toincrease remuneration or give a promotion to a staff member. Basicand in-depth information about the centers is pooled through thissystem’s database, providing facts about the past and currentpayment rates, salary increments and personnel data. The manager can,therefore, compare the various stores and determine which ones needmore employees and appraise those that perform best (Karikari et al.,2015). A proper HRIS will impart three main benefits.
TopThree Benefits of an HRIS
Oneof the most vital functions of human resource automation is anincrease in output. Most of the systems are engineered and designedin a detailed manner that enhances the speed and accomplishment oftasks in the department. For instance, employment processes can bemanaged by the collection and review of candidates. Likewise,economic productivity can be improved by processing payrolls andbenefits accurately. Such activities require workforce, timeconcentration. However, an HR system is capable of drasticallyreducing these factors.
LimitingErrors and Ensuring Compliance
Aconsiderable number of human resource related tasks are regulated.Due to these controls, small errors done by the employees can resultin complicated legal issues and financial losses for the businessentity. An example is when resumes are not fairly reviewed, lawsuitscan be experienced. Concerning compliance, an HRIS system not onlyreviews regulations on rules and regulations, but also strives toimprove reputation and avoiding penalties.
Oneof the most important aspects of business is the conduction ofstudies and review of metrics. This process facilitates relevantdecision-making, observation of patterns and spots that requirespecial attention. In this regard, hiring costs, returns on varioussections, remuneration, benefits and other data can be analyzed andused to make better decisions and strategies for the better of theorganization. All these steps are done in a short period and with anaccuracy that cannot be compared with rational calculations (Karikariet al., 2015).
TheEffect of Automation
Asmentioned earlier, proper compensation and benefits is a docket thatrequires significant attention and priority. As such, an HRIS thatstrives to address this issue will facilitate increased productivity.This is because payroll and benefits functions will be streamlined,workers will focus on attracting new employees, training, andcompensation and hence job satisfaction. Likewise, the morale of thestaff will be boosted since the software will handle electronicbenefits management, allowing HR workers easier jobs while ensuringfair distribution of reimbursements. Moreover, the automation willfurther reduce the otherwise common human errors during computation,facilitate the smooth operation of the business (Qureshi &Sajjad, 2013). Apart from, the described benefits of HRIS, there aremany other values linked to automation once it has been implemented.Likewise, there are several types of HRIS that any business canpurchase and utilize in its operations. These systems differregarding features, functions, pricing and usability. It is,therefore, essential for sufficient reviews to be conducted beforethe most appropriate program is procured. Two possible types arediscussed below.
Thiskind of system provides managers with sufficient data to support thesimple repetitive decisions. It entails information about employeepositions, business structure, and government regulations. The systemis made up of three distinct components. The first is the employeeinformation systems which keep track of staff records, personaldetails, professional qualifications, experience and much more.Secondly, it has the Position Control System that works to identifyspecific positions in the business, job title and the employee inthat post. This is important when determining unfilled positions. Thelast element is Performance Management Information System that holdsdata related to appraisal and productivity. It is used as evidencefor staff complaints, performance and grievances hence thedetermination of actions such as retention, promotion, transfer ortermination of employment [ CITATION Sab14 l 1033 ].
Thistype is widely recognized for its efficiency concerning resourceallocation. Specifically, it assists in recruitment, job analysis,design, training, development and the creation of compensation plans.It also has four components. The first is Job Analysis and DesignInformation that takes care of supervisor data, affirmative action,labor unions, available competitors and government agencies. There isalso a Recruiting Information System that directs filling of vacantpositions efficiently. On top of that, a Compensation and BenefitsInformation part play a central role in productivity while theEmployee Training and Development system uplifts the individuals whoare willing and able to benefit from the plan [ CITATION Sab14 l 1033 ].Out of these two systems, the best one for addressing GGS issues isthe Operational HRIS. This is because unlike the tactical model,operational HRIS is wholesome. It does not focus on a particular HRfunction. Rather, it identifies the specific positions, describesstaff personal and professional expertise then develops a process ofappraisals based on productivity. The situation in GGS articulatescompletely with that of this type of system comprehensively. Upon itsimplementation, Mr. Bell will have control of all aspects of thebusiness while at the same time narrowing down to the benefits andcompensation docket.
Dependingon the required functions, one can choose the vendor that providessoftware which extensively takes care of the business entity.Currently, there is two main software that can be considered. Theirdescriptions are as follows:
InteractHRMS. Thisis a new generation system that is based on Rich Internet Applicationtechnology. It provides a broad range of solutions up to the globallevel, payroll, time, capabilities, risks, benefits and support forHR. The system is in use in over 35 countries, and it is equippedwith modules for managing hiring and retirement of employees. Themodules include compensation, payroll, off boarding, job description,risk management, recruitment, budgeting for benefits, luring andcompliance modules. Besides, it is equipped with powerfulself-services for managers, clients and recruiters, attendancetrackers and shift scheduling systems. Lastly, there is leavemanagement, competency and performance management as well as trainingand evaluation programs.
SentricWorkforce. Thissoftware organizes human resource, payroll, time and attendance in amanner that can be configured. Also known as theSoftware-as-a-Service, Sentric has its advantages such as the abilityto be set, workflow routing, excellent reporting, user-defineddashboards, simple administration and increased accuracy, web-basedportals and cloud solutions. Furthermore, this program ensurescompliance, data integration and employee management throughout thelife cycle.
TheInteract HRMS is the best choice for GGS. This is because it ischaracterized by a seamless interface that is integrated into thecommercially available ERP. In other words, the program is web-nativeallowing accessibility of all functionalities through self-service.Also, the system is global, flexible, easy to use and implement. Notforgetting that the primary desire is to streamline compensation andbenefits this system does just that and more. This is so through themanagement of employee database, customization inexpensive, andconversion of data into a suitable format followed by exportation bycommon file types (for instance, PDF, Excel, and Word). Finally, theInteract HRMS synchronizes HR activities in a manner that managesemployees from initial employment up to retirement, ensuring thattheir dues have been well taken care of.
Jahan, S. (2014). Human Resources Information System (HRIS): A Theoretical Perspective. Journal of Human Resource and Sustainability Studies, 33-39.
Karikari, A., Boateng, P.A. & Ocansey, E. (2015). The Role of Human Resource Information System in the Process of Manpower Activities. American Journal of Industrial and Business Management, 424-431.
Qureshi, O.M. & Sajjad, R.S. (2013). A Comparative Study of the Software Packages Used as HRIS by Organizations Operating in India: Human Resource Professionals’ Perspective. European Journal of Business and Management, 222-2839.