Different types of HRIS systems and software
There are different types of HRIS systems and software. Because HRIS includes all functionality for HR, all individual functionalities are part of the system. These functionalities include:
Applicant Tracking System (ATS). This software manages all company recruitment requirements. It tracks candidate information and resumes, enables employers to match job openings with suitable candidates in the company’s application pool, and helps guide the recruitment process.
Salary makes the salary process of salaried employees automated. Contract data is often entered into this system - sometimes combined with time and attendance data - and at the end of the month, payment orders are created.
Benefits. Another function of HRIS is to manage facilities. Employee benefits are an important aspect of compensation and are also managed in this system. More advanced systems provide an employee self-service model for employee convenience. In this case, employees can choose for themselves the benefits they are looking for. One could ask for more paternity leave, the other a more expensive company car. This self-service approach to benefits is also called the cafeteria model.
Time presence. This module collects time and attendance data from employees. These are especially relevant for blue-collar work where workers roam. The day I worked at a supermarket, we wrote the time on a piece of paper, which was manually entered into the time tracking system by the manager. Based on this information, payment orders were made and paid to all employees.
Training. Learning and development is a key element in employee management. This module allows HRK to track staff skills, certifications, and competencies, as well as an outline of the courses available to company employees. This module is often referred to as an LMS or Learning Management System, when it is alone. An LMS usually includes e-learning and other courses that employees follow.
Performance management. Performance management is the key to managing people. Performance ratings are generated by the direct director or co-workers of the employee once or more than once a year.
Inheritance plans. Creating a talent pipeline and arranging replacements for key roles in the organization is another key component of HRIS.
Employee self-service. Employee self-service was already mentioned. Companies are increasingly focusing on managing their own data for employees and their direct supervisors. Leave requests can be made by the employee to him/her. These are stored on the system immediately after approval (and registered to track payroll and convenience purposes).
Reporting and Analytics. Reporting and analytics are rare modules in HRIS systems. Modern systems enable the creation of automated HR reports on various topics such as employee turnover, absences, performance, and much more. Analyzes are involved with the analysis of this data for better intelligent decision-making. We will explain more about this in the following section.
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