Introduction to HRIS

Strategic planning requires the management and manipulation of large amounts of data through the use of the data analytics processes introduced above, and HR serves as a broad-based organizational system using data to influence business performance. As a result, most organizations today use complex computer systems to manage and manipulate those data. Human resource management systems (HRMS) are one type of system used to manage and analyze data in organizations.

Human resource management systems (HRMS) are interacting database systems that “aim at generating and delivering HR information and allow us to automate some human resource management functions.” A slightly older term for such systems that you may hear is Human Resource Information System or HRIS. Some of the most common features in HRMS include modules for tracking attendance and leave, job, and pay history and for logging appraisal scores and review dates.

Others include modules for benefits enrollment and tracking, succession management, training management, and time logging. There are additional modules available, depending on the size and type of the organization.

HRMS platforms have come a long way. Systems include such key features as workforce management, performance monitoring of the recruiting process, e-mail alert systems, and predictive analytics. And these new systems are very user-friendly.

We can also use the same databases when considering promotions, transfers, and many other daily activities that are required inside the organization.

• #education
• #human_resource_management
• #human_resource
• #human_resources
• #hr
• #hrm
• #people_management
• #management
• #manage
• #managers
• #manager
• #introduction_to_hris
• #hris
• #technology