Have you been wondering what an HRIS system is, the advantages of using one and what to consider when choosing an appropriate one? If so, you are in the right place. In this article, you’ll find out all about the different types of HRIS systems, their unique benefits, and what to watch out for.
You will learn why it’s essential to have compliance management features, advanced reporting and analytics capabilities, mobility and customizability options, scalability and integration abilities, robust data security, and superior customer support and training in your HRIS system.
Get ready to dive into all the details you need on picking the perfect HRIS system for your business.
- HRIS stands for Human Resources Information System and is a software solution that helps HR teams manage employee data, automate payroll system processing, and track time and attendance.
- Look for an HRIS system that is customizable, user-friendly, integrates with other systems, can grow with your business, provides powerful reporting and analytics, keeps your data secure and private, has compliance features, is accessible on mobile devices, and offers customer support and training.
- Benefits of using an HRIS system include improved efficiency, centralized data management, enhanced reporting and analytics, compliance management, employee self-service, talent management, scalability, and adaptability.
What is an HRIS?
An HRIS system, also known as a Human Resources Information System, is a software solution that is designed to streamline and manage HR processes.
It helps to:
- organize and store employee information,
- automate HR tasks,
- generate reports,
- and provide self-service portals for employees and HR staff.
HRIS systems are used by HR teams to simplify processes and handle everything from payroll and benefits management to time tracking and reporting. It is a powerful tool for managing a workforce, as it offers features such as centralized employee data, automated payroll processing, and time and attendance tracking.
HRIS systems can be especially useful for small and medium-sized businesses who need to optimize their HR processes and manage their workforce more efficiently. 👨💼
Types of HR Software
There are five main types of HR software: tactical, operational, strategic, comprehensive, and specialized. Tactical HR software focuses on basic HR functions like payroll, benefits, and employee information.
Operational HR software helps with talent acquisition and management, including:
- objective setting,
- organizational charts,
- and employee performance tracking.
Strategic HR software supports employee career development and skill gap bridging, offering features such as performance management strategy, career planning, and employee engagement. Comprehensive HR software serves as a one-stop solution for multiple HR functions, including database management, time and attendance tracking, payroll, benefits administration, and talent management.
#1 Tactical HR Software
Tactical HR software is designed to help HR teams manage essential employment functions like payroll and benefits management. These solutions are often geared towards small businesses, offering flexibility to add or upgrade features as needed.
Key features include multi-state payroll support, time tracking tools, and customizable packages that can include benefits administration, time tracking, retirement services, and workers’ compensation.
#2 Operational HR Software
Operational HR software assists HR teams in managing talent acquisition and management needs, with features such as Applicant Tracking Systems (ATS) and Performance Management. Top operational HR software solutions include advanced analytics and reporting, providing valuable insights into employee performance and the effectiveness of HR management tools.
This helps HR professionals make informed decisions and create better strategies for their organizations.
#3 Strategic HR Software
Strategic HR software combines tools like talent acquisition, payroll, objective management, employee information, and workforce management to help manage human capital effectively. It supports the development of performance management strategies, employee engagement initiatives, and succession planning.
Examples of strategic HR software offer comprehensive suites of features, such as employee scheduling, productivity tracking, and learning management, all within a single platform.
#4 Comprehensive HR Software
Comprehensive HR software brings together all HR functions in one platform, streamlining tasks like database management, time and attendance tracking, payroll, benefits administration, and talent management.
This type of software is ideal for HR teams seeking a complete solution for performance management, payroll, and employee information management.
#5 Specialized HR Software
Specialized HRIS software solution is designed to support specific HR functions, focusing on one or a few core information systems. These solutions are cost-effective and easy to implement, providing tailored options for particular HR needs.
Examples of specialized HR software include payroll software, learning management system focused solutions, HR management systems, and recruiting and onboarding platforms.
What to look for in HRIS?
HRIS systems are essential for keeping track of employee data, optimizing HR processes, and boosting the efficiency of HR operations. But with so many different HRIS systems available, it can be difficult to know what to look for.
When shopping around for an HRIS system, you’ll want to make sure:
- it’s customizable and user-friendly,
- integrates with other systems,
- can grow with your business,
- provides powerful reporting and analytics,
- keeps your data secure and private,
- has compliance features,
- is accessible on mobile devices,
- and offers customer support and training.
These features all help ensure that your HRIS system is up to date, efficient, and productive.
Customization is key for HRIS systems. It allows HR teams to tailor the system to their exact needs, which can lead to increased efficiency, productivity, and satisfaction. An intuitive interface, advanced features, and self-service capabilities all contribute to an enjoyable user experience.
Integration capabilities are also crucial, as they allow different systems to connect and work together, combining the data stored in separate subsystems into one unified infrastructure. Talent acquisition, payroll, and Microsoft Teams can all be integrated into HRIS systems. 💻
Scalability is also important when it comes to HRIS systems. As businesses grow, the system needs to be able to take on more work or users without losing performance. Powerful reporting and analytics capabilities can provide valuable insights and help businesses make better decisions, while robust data security and privacy measures help protect confidential information.
Compliance features also need to be in place, such as automated calculations and reporting to make sure labor laws and regulations are being followed.
Being customizable means being able to tailor something to fit your exact needs or wants. Customizing HRIS systems is awesome because it lets you tailor the system to your exact needs and wants. This way, you can get the most out of the system and make it work for you, which can lead to increased efficiency and productivity.
An intuitive interface with advanced features, self-service capabilities, and custom reports are examples of customizable features that can be found in HRIS systems. By tailoring the system to your exact needs, you can make sure it provides the best user experience possible.
👍 Ease of use
Ease of use is all about how user-friendly and intuitive a system or product is for the user. Making HRIS systems easy to use can help boost user adoption and satisfaction, cut down on training costs, and ultimately make the whole system more efficient and productive.
An HRIS system that is easy to use should have an intuitive interface and advanced features, such as self-service capabilities and custom reports. Evaluating the ease of use of an HRIS system is important before you make a purchase, so make sure you take the time to test out the system and make sure it meets your needs.
🔄 Integration capabilities
Integration capabilities allow different systems to connect and work together smoothly, combining the smaller elements or data stored in separate subsystems into one functioning unit. This helps businesses increase efficiency and productivity, while providing more accurate and reliable data.
Integration capabilities can range from integrating with other software systems, such as payroll and benefits admin, to hardware systems like time clocks and biometric scanners. You can import and export data in various formats like CSV or XML. HRIS systems can also be integrated with talent acquisition systems and Microsoft Teams, allowing HR teams to connect performance data and easily manage employee information.
Integration capabilities can lead to increased efficiency and productivity, as well as more reliable data. Strong integration capabilities enable better reporting and analytics, as data from multiple sources can be combined and examined together.
However, it’s important to keep in mind that some integration capabilities may come with their own limitations and potential issues, such as compatibility issues and data synchronization problems. It’s important to carefully evaluate how well the HRIS system integrates with other systems before making a purchase.
Scalability is all about a software system’s capacity to take on more work or users without sacrificing its efficiency. As businesses grow, the HRIS system needs to be able to take on more work or users without becoming sluggish or inefficient, and it needs to be able to handle big data.
Sloneek is one of the best options for HRIS systems that can grow with your business, as it is designed to handle large amounts of data and lots of users. They can be adapted to fit the needs of your organization.
When evaluating HRIS systems for scalability, look for software solutions with more advanced features, such as cloud-based solutions, customer support and satisfaction, performance data, and user-friendly interfaces. These features ensure that the system can take on more work or users without losing its functionality or efficiency, and they help make sure the system is up to date, efficient, and productive.
📝 Robust reporting and analytics
Robust reporting and analytics are essential for HRIS systems, as they allow businesses to gain valuable insights and knowledge to help them make better decisions and improve their operations. This includes features like:
- customizable dashboards,
- real-time data visualization,
- predictive analytics,
- sentiment analysis,
- benchmarking tools,
- and continuous feedback.
User-friendly interfaces, comprehensive suites, and time tracking are all key benefits of having powerful reporting and analytics capabilities in HRIS systems. With these features, businesses can keep track of employee data, hours worked, and benefits, as well as generate custom reports and track applicants.
They also have the ability to monitor user activity and ensure data access rules are in line with legal requirements. All of these features help businesses stay informed and make data-driven decisions.
🔏 Data security and privacy
Data security is the practice of ensuring digital information is kept safe from unauthorized access, corruption, or theft during its entire lifespan. Data privacy, on the other hand, focuses on how secure data is used, collected, shared, and disposed of.
Protecting data privacy is more critical than data security because it ensures confidential information of individuals and businesses remains secure. To keep data secure and private, HRIS systems use encryption, access controls, regular backups, and monitoring user activity.
If the right data security and privacy measures aren’t in place, businesses could face data breaches, loss of sensitive info, hefty legal and financial penalties, and a damaged reputation.
✅ Compliance features
HRIS systems have a variety of features that help ensure they stay compliant with labor laws and regulations. These features include automated calculations and reporting, tracking of employee data, hours, benefits, and other key information, and making sure data access rules are in line with regulatory statutes.
All of these features help organizations stay on top of their compliance requirements, as well as provide key benefits like improved efficiency and customer satisfaction.
The most advanced HRIS systems offer a comprehensive suite of compliance features, such as advanced reporting capabilities, intelligent payroll calculations, data security and privacy measures, and user-friendly interfaces. This allows businesses to easily keep track of their compliance requirements and make sure they’re up to date.
A user-friendly interface ensures employees can effectively make use of the system, while customer support helps to keep people happy.
📱 Mobile accessibility
Mobile accessibility is all about making sure your website or app is easy to use and navigate when it’s accessed on a mobile device like a phone or tablet. Businesses need to prioritize mobile accessibility to avoid potential legal issues, reach a wider audience, boost their brand awareness, increase their profits, and make life easier for people with disabilities.
HRIS systems can make sure employees can access them on the go by offering responsive design, mobile apps, and compatibility with assistive technologies. Responsive design allows the HRIS system to automatically adjust to the size of the device, while mobile apps and assistive technologies ensure that the system is easy to use and navigate.
Mobile apps and assistive technologies can also provide key benefits like enhanced efficiency, better data management, enhanced compliance management, and employee self-service.
🦸♀️ Customer support and training
Customer support is all about helping customers out when they have questions or issues about a product or service, while training is about teaching them how to use that product or service to its fullest potential.
In the case of HRIS systems, customer support and training are essential for making sure users can make the most of the system’s features. This can lead to improved workflow, better data management, and enhanced compliance management.
Leading HRIS systems provide a range of features, like online training resources, user guides and manuals, customer support hotlines or chatbots, and even one-on-one training sessions with HRIS experts.
Additionally, many of these systems also offer employee information systems, self-service software solutions, learning management tools, and employee engagement and performance management tools.
By offering these features, businesses can ensure their employees have access to the best HRIS system and assistance available, while also boosting customer satisfaction and reducing setup fees.
Benefits of Using an HRIS System
Having an HRIS system is a great way to make life easier and increase efficiency.
HRIS systems offer a range of features and benefits, like centralized data management, improved reporting and analytics, compliance management, employee self-service options, talent management, scalability, and adaptability.
All of these features can help streamline processes, raise accuracy, and increase efficiency, while also helping you stay compliant and keep up with the ever-changing needs of your business.
HRIS systems are designed to make HR processes easier and more efficient.
They can automate tedious tasks, cut down on manual data entry, and keep all HR-related info in one centralized spot. This makes it much easier for HR teams to access, update, and manage employee data.
HRIS systems can help you stay compliant with reporting requirements and data management. All of these benefits can drastically reduce the amount of time, energy, and resources spent on HR tasks.
#1 Improved efficiency
Being efficient means getting the job done right with minimal time and energy, minimizing mistakes, refining procedures, and achieving more with fewer resources. HRIS systems can help organizations achieve this by simplifying tasks, setting clear goals, managing time better, and creating a positive work environment.
BambooHR, Workday, and ADP Workforce Now are all great HRIS systems to consider if you’re looking for improved efficiency. BambooHR specifically helps automate tedious HR tasks, like approval workflows, so that HR staff can focus on bigger, more important projects that help the company reach its objectives.
All of these features can help you get more done in less time, resulting in greater efficiency, better customer satisfaction, and a better user-friendly interface.
#2 Centralized data management
Centralized data management in HRIS systems is all about having all employee data stored in one single database. This way, authorized personnel can access and update the data whenever they need to. Centralized data management can make things easier for you, from streamlining efficiency to making sure you’re compliant with reporting requirements and data management.
Many solutions offer a centralized data management, a secure, cloud-based platform that allows you to access and manage employee information quickly and easily.
They also offer a range of features, like document management, employee databases, management tools, and more, to help you keep everything organized and up-to-date.
#3 Enhanced reporting and analytics
Enhanced reporting and analytics are a key features of HRIS systems. It helps you collect, analyze, and report on HR data to gain insights that can be used to make smarter decisions and improve performance. Advanced reporting and analytics can help you identify areas for development, track progress towards objectives, and make data-driven decisions.
With enhanced reporting and analytics, you can dig into employee turnover rates, employee engagement levels, training and development needs, and compliance metrics to get a better picture of your HR management. It can help increase efficiency, while also providing better visibility into compliance-related activities.
With robust reporting and analytics features, the right HRIS system can be a real game-changer for your organization.
#4 Compliance management
Compliance management is an essential part of any HRIS system. It ensures organizations and their staff are following all the laws, regulations, and industry standards. This helps them avoid hefty fines and legal issues, while also maintaining a good reputation and building trust with employees and customers.
HRIS systems come with a range of compliance features, like automated compliance monitoring, document management, audit trails, and reporting capabilities. Having HRIS systems with compliance management features can be a real game-changer for organizations, as they can help reduce the risk of legal issues and fines, improve data accuracy and security, streamline compliance processes, and give you better visibility into compliance-related activities.
This is why HRIS systems should prioritize compliance management.
#5 Employee self-service
Employee self service (ESS) is a great way to empower employees and allow them to take control of their HR info and tasks. ESS can save time for HR departments, increase employee engagement and satisfaction, and boost data quality and security.
Employees can use ESS to request time off, update their personal info, check pay stubs and tax forms, and sign up for benefits programs.
It can also give employees more control over their HR tasks and info, leading to greater involvement with their job. An intuitive interface, robust customer support, and mobile app accessibility are also important features to look for in an ESS system. This will help ensure employees can easily use the system and access their HR info on the go.
#6 Talent management
Talent management is all about strategically getting the right people on board, helping them grow, and keeping them around to meet the needs of the organization now and in the future. The fundamentals of talent management include recruitment, training, performance management, and succession planning.
When you invest in your employees’ development, you’re not only helping them grow, but you’re also giving your business a major boost in results. It’s a win-win!
Talent management can be implemented by:
- offering training and development programs,
- mapping out career paths for employees,
- and providing opportunities to develop their leadership skills.
HR teams can make use of: best performance management software, talent acquisition, performance management software, applicant tracking, performance review process, OKR management, employee information, human resource information systems, workforce management, top performance management software, employee’s performance, goal management, document management, compensation management, human capital management, performance management strategy, performance management processes, HR management, learning management, job posting, employee database, management tools, performance reviews, employee data, management systems, employee engagement, applicant tracking system, employee records, employee performance, succession planning, performance review, performance management process, talent management, performance management, human resource management system.
Investing in talent management can help businesses increase their productivity, performance, and profits, while also helping to create a positive work culture and engaged workforce.
#7 Scalability and adaptability
Scalability is the capacity of a system to handle a larger workload or more users, while adaptability is the system’s ability to adjust to changing needs or conditions. When selecting an HRIS system, scalability and adaptability are key considerations. That’s because they guarantee the system can keep up with your business’s growth and changing needs.
HRIS systems offer a lot of flexibility for scaling up and adapting to changing needs. They can be designed to handle large amounts of data, integrate with other systems, and provide customizable reporting and analytics. They can be easily updated and tailored to meet changing business requirements, like adding new features or modules.
Choosing an HRIS system, HR pros should make sure it has the scalability and adaptability they need. Look for features like flexible reporting and analytics, the ability to integrate with other systems, and the ability to add more advanced features or modules as needed.
It’s also important to consider the company’s growth plans and changing business needs.
By investing in a cloud based HRIS system with a user friendly interface, comprehensive suite of features, and customer satisfaction, businesses can reap the key benefits of scalability and adaptability. Whether you’re looking for software solutions to manage HR tasks or just want to simplify processes and increase efficiency, a scalable and adaptable HRIS system can be a great choice.
Sloneek provides features such as employee onboarding, time tracking, leave management, team collaboration, document management, and more. It aims to simplify HR operations and improve efficiency in managing employee-related information and workflows.
What’s more you can manage the entire recruitment process, employee retention, reporting of work, skills and performance, and offboarding process.
Also, effective team collaboration tools enhance communication, fostering a productive and connected work environment.
As you can see, Sloneek eliminates your HR pain points by providing a range of benefits. It seamlessly fits into your existing workflows and adapts to your unique needs. Also, it empowers you to efficiently manage HR tasks and enhance overall HR operations.
Try it for free and improve your HR experience!
HRIS systems are essential for businesses of all sizes to streamline HR processes, increase efficiency, and gain valuable insights into their workforce.
When choosing an HRIS system, businesses need to consider customizability, ease of use, integration capabilities, scalability, data security and privacy, compliance features, mobile accessibility, customer support and training, and the availability of a free plan.
These systems can help businesses boost efficiency, centralize data management, enhance reporting and analytics, manage compliance, offer employee self-service, manage talent, and scale and adapt as the business grows.
Overall, implementing an HRIS system is an excellent choice for businesses due to its key benefits. It can help simplify processes, store data in one place, provide better insights from reports and analytics, manage compliance, give employees more control, manage talent better, and scale and adapt as the business grows.
Businesses can also benefit from performance reviews and other features that come with an HRIS system.
So, our final recommendation is to go ahead and get an HRIS system!
Use Sloneek, automate HR tasks and free yourself from maual work.
Frequently Asked Questions
What are the 4 HR systems that are related to performance management?
Performance management is an important part of any successful organization and involves four primary HR systems: Objectives and Key Results (OKR), 360 reviews, succession planning, and employee reviews. All of these tools help ensure that employees are meeting expectations and being rewarded for their efforts.
By utilizing all four together, employers can create a robust and effective performance management system.
What are performance management tools in HR?
Performance management tools are an essential part of the HR process, helping organizations track and measure employee productivity to ensure collective progress towards organizational goals. These tools provide data-driven insights into overall efficiency, making it easier for teams to identify strengths, weaknesses and areas for growth.
How can HR measure performance management?
HR can measure performance management by creating an evaluation data system that includes tools such as graphic rating scales, 360-degree feedback, self-evaluations, Management by Objectives (MBO), and checklists.
These tools are invaluable for providing accurate information for employee development and growth.
Through these tools, HR can track employee productivity and identify areas for improvement. This data can be used to create individual development plans and provide feedback to employees. Additionally, the data can be used to measure the effectiveness of the performance management system and make necessary changes.