A Human Resources Information System (HRIS) is the most used software in HR that enables an organization to design and manage a comprehensive human resources strategy through information technology.

The history of HRIS began in the late 1950s with payroll systems and continued into the 1960s when the first automated employee data was used. In the 1960s and 1970s, large corporations saw the need to centralize much of their human resource data to facilitate record keeping and meet legal requirements.

Over the years HR information has largely been seen as a necessary tool in the hiring, administration, and, ultimately, separation of employees. Over the years, these processes have not changed dramatically, but the way the information is gathered and stored has. HRIS have evolved from tactical and operational applications to also encompass strategic applications, emphasizing the growing trend to incorporate HRIS as modules. The data collected from HRIS now provide management with a decision-analysis tool rather than just a robust database.

HRIS is an excellent example of an area where businesses can capitalize not only on administrative cost savings, but also on leveraging a strategic advantage through information gathering, processing, and sharing. According to a report by SHRM, 70% of businesses surveyed said that an effective HRIS can lead to significant gains in productivity and decreased costs.

Implementing HRIS and benefits of having an HRIS is a daunting task - both in terms of time and cost however the benefits cannot be denied. A well-developed HRIS offers the following advantages:

Safety
A reliable HRIS system will be well protected from hacking & hacker attacks that will prevent data from being leaked.

Automation
Recurring tasks can be automated via an HRIS so that they work effortlessly to blend into the background of more people intensive work that cannot be automated and require the time and skills of humans.

Time & Cost Effectiveness
As the costs of computer hardware falls relative to the costs of employing clerical staff, so the adoption of an HRIS system is becoming increasingly cost effective. It will also reduce the time to process new employees by one-third of the original time taken.

Minimize Errors
With the adoption of an HRIS comes a reduction in payroll errors, or scheduling errors. But even more so, with HR being the central department that keeps a company moving in the right direction, and HRIS can provide a culture of accountability that has implications far outside the human resources department.

Employee Engagement
An HRIS will allow for employees to have real time access to their information via a self-service portal allowing them to access their information on the go from any part of the world. Not only does it increase the trust that employees feel for their company because information seems more transparent, but it also shows that organizations now trust their employees with information that was not always easily accessible to employees.

At Propay Partners our HRIS and Employee Self Service portals (ESS) streamlines payroll centrally for you, so that you can run your business synchronously from multiple locations without worrying over fragmented data. While being extremely compliant to migration, our systems offer you error-free, live payroll services that hold minimum risk and ensure maximum security.

To learn more about our services please CLICK HERE to speak to our payroll experts.