Reporting and Analysis in HRIS


Reporting and Analysis in HRIS

A common feature of all HRIS systems is that they are designed as transactional systems. These are databases that record the transactions of an organization. An example of a transaction after an employee joins the organization.

Employee records have been entered and that person is considered ‘active’. If a person leaves the company after three months, a new transaction is recorded, setting the person's status as 'Finished'.

These systems are designed as transactional systems, making them poor in data reporting and analysis. They weren’t just designed for this. Also, not all HRIS systems have all of the above functionality built-in.

Some functionality, such as payroll, LMS, or ATS can be recorded on an external system. This makes HR reporting even more challenging, as it means that the data is split into multiple systems. To report data, a new layer needs to be added to the top of all HR systems to report and analyze HR data.

This is the second reason why the practical use of reporting and analysis for these systems is limited. You should be aware of this when talking to HRIS providers, as they often find their reports to be great at data reporting and analysis

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