Human Resources Information System (HRIS) for a Small Business
HR software is designed primarily in streamlining and coordinating the human resources department of an organization. For you to know and probably get the right software for your company, you should be aware and analyze what your company really needs. The HRIS system should enable the tracking of employee’s benefits, attendance, and histories.
First is the tracking and management of all employee and dependent information from the moment an employee is first hired. It allows instant viewing of an employee’s file like personal, dependent, job, compensation, benefit, education, skills, health and safety, and other user defined information. In addition, access to employees’ history such as hire, rehire, termination dates and reasons, seniority and benefit calculation dates, job and position information, date sensitive pay history, pay steps (pay rates within a pay grade), skills inventory, certifications, education, training, discipline and previous employment are also possible.
For the information on benefits, this will include the management and administration of company benefits for both current and former employees, addressing their eligibility, amount of coverage, premiums, as well as start and end dates. All employee, dependent, and company costs associated with it are all tracked down. Plans such as long and short-term disability, provincial and extended medical, dental, and pension plans are easily managed using the said system.
On the other hand, the process of calculating, accruing, and tracking of employee attendance, absences, and entitlements are managed and kept updated through the tracking of attendance. The related plans associated with it are vacation, sick, overtime, banked, and the like.
A well-designed HRIS is a powerful, computer-based tool that enables you to enter and update all types of employee-related information quickly and easily. It allows easy access and generation of a wealth of HR management information. Moreover, the production of essential, timely reports (both standard and customized) like internal reports and external compliance reports are automated using the said system. One of its significant contributions should be the efficiency, effectiveness, and devolution of the HR functions and responsibilities. Aside from that, the system should also be user-friendly, functional, flexible, cost efficient, and allows improved quality reporting, integration/compatibility with other existing systems, and privacy protection as regulated by the law.
Credit:ivythesis.typepad.com
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