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HRIS – HR Information Systems – A New Approach To Human Resources


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Ever wondered where we would be if it weren’t for technology? We’ll probably still be sitting in an old ragged chair with a pile of dusty, hardcover registers. Sifting through page after page with a magnifying glass, looking for that tiny line of information. Fortunately, though, thanks to technological progress, this is not the case.

Computers are a great blessing in the 21st century. They have taken away much of our workload. Consider this; gone are the old days of counting on fingers or using that oversized calculator. It’s as if the computer has a mind of its own. You enter the data, and the computer gives you your desired result.

Yes, there is all that scare which makes people go bonkers about how Artificial intelligence will replace humans altogether, but nonetheless, that’s an entirely different ball game together. As far as I see, computers are making human life easy, rather than completely replacing it.

Also Read: Want To Sound Smart? Act Smart, And Stop Using Jargons

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Computers have infiltrated every aspect of human life; whether it’s something as simple as counting, or something as complicated as ordering supplies, computers are doing everything like a piece of cake.

The same is the case with human resources. Gone are the days of making handwritten time sheets or using an attendance log. Computers process every piece of information in the blink of an eye. In this blog, I elaborate on how HR information systems bring a new approach to handling human resources.


No Room For Mistakes And Errors

An HR information system minimizes the chances of error in your work. This is because everything is automated, and the results are the responsibility of the computer. As they say, “ Computers don’t make mistakes,” this is why, with a computer, you know that the chances for error are extremely low.

This makes calculating your employee payrolls and compensation easy without needing later revisions. In the long run, it means happier employees who are more productive. This automation also means that accurate information is available regarding attendance. Hence, there is no room for denial on an employee’s part or error on HR’s part. Hence, HR systems completely eliminate the margin of error.

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Digitizes The Employee Onboarding Process.

A company’s onboarding process is the first “moment of truth” for an employee. It gives the employee a clear view of what their experience will be like in the company. Hence, a good onboarding process is a source of delight for the employee.

Not only does a digital onboarding process make the employee’s life easy, but it also streamlines the hiring function for the HR department. Digital hiring systems eliminate the old and, at times, ancient practices from the hiring process.

Well, let us take a look back at the pre-COVID times. Before COVID, candidates were expected to reach the interview place, at the time given. This is a big hassle; they were also expected to bring a physical copy of their CVs. However, now, this is not the case. Candidates often upload their CVs on the portal, and the HR department extracts them from there. Similarly, the trend of physical interviews is declining, and there is a rise in digital interviews. This makes the interview process hassle-free and saves the company’s time and the candidate’s money in travel costs.

Another key benefit of digital onboarding is the feature of online documentation. Forms such as employment forms and contracts are all digital, saving paper and positively contributing to the environment.

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Makes Correspondance Between HR and Employees easy — No More Need For Back And Forth Emails

Another benefit of HRIS systems is that they blur the barriers to communication between HR and employees. With HRIS systems, you no longer need to visit your boss’s desk to ask them about your leave approval or attendance corrections. Just simply open the HRIS app, and post your requests. Your line manager and the HR department will see the request and respond accordingly. This means there is no need for back-and-forth emails or rushing from one place to another. This saves time and effort, makes processes easy, and documents communication.


Eases Collaboration And Planning- Big Board Meetings Are A No No

With the world moving towards globalization, the need for continuous contact has increased more than ever before. Human resource information systems are one such avenue for joint communication. With an integrated HRIS system, the HR department is in continuous contact across the board. This makes it easy to host board meetings and assess feasibilities without needing large meetings. Human resource information systems have all necessary reports available at just a click. This means quick decision-making by the HR department by integrating all the necessary information.

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The Ending Note

The HRIS industry is a big industry which provides solutions to most HR firms. The industry is a game-changer which has eased the HR processes. It provides a large number of solutions such as Attendance management systems, leaves management systems, as well as performance management and compensation systems.

Because of human resource information systems, companies have increased operational efficiency and achieved short lines of communication. All these have encouraged quick decisions and cost efficiencies.

Also, Human resource information systems make the onboarding process for employees easy, which gives employees a good impression of the company and, in the long run, encourages higher productivity and employee retention.

Human resource information systems allow higher management to focus on the core tasks of growth and expansion rather than human resources. Hence, HRIS is a great tool for firms and a breakthrough in the human resources industry.

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Erum Ali
Erum Alihttps://mbeforyou.com/
She is a graduate of human resource management. She has several years of working experience in the human resource management sector. Currently, she is doing resource development and management for one of the leading fintech companies. Her role is to complement the recruitment process with strategic human resources consulting to promote long-lasting professional relationships.

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