Glossary: HR & Recruiting Definitions
A Human Resource Information System (HRIS) is used to collect and store data on an organisation’s employees. They hold basic HR functionalities and can help you with recruitment, performance management, learning and development.
A Human Resource Information System is a technology-based system that helps HR professionals manage and organise important employee information. This can include things like personal information, payroll data, benefits information, and performance evaluations.
An HRIS is like a digital filing cabinet for all your employee information, making it easy for HR to access and update essential details. Plus, it helps streamline processes like recruiting and onboarding, making things more efficient and convenient for everyone involved. Think of it as your trusty HR sidekick, helping you keep things organised and running smoothly!
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Organising sensitive employee data becomes more essential as your company grows and you have more employees. So, implementing an HRIS for your business can be very helpful. Here are some benefits to convince you to get an HRIS system!
Organisations can choose from several different types of Human Resource Information Systems. Each type has its unique features and capabilities, so it’s essential to consider which one will best meet your organisation’s needs.
A Core HRIS is the most basic type of HRIS. It typically includes features like employee personal information, payroll data, and benefits information. It’s an excellent option for small to medium-sized organisations that need to manage essential HR functions.
A Talent Management HRIS is designed to help organisations manage the entire employee lifecycle, from recruiting and onboarding to performance evaluations and succession planning. It’s an excellent option for organisations that need to manage talent management functions in addition to core HR functions.
A Self-service HRIS allows employees to access and update their information, such as personal information, benefits enrollments, and time-off requests. This can help save HR time and resources and make it more convenient for employees to manage their data.
An Integrated HRIS is a system that integrates with other business systems, such as accounting or payroll. This can help streamline processes and ensure data consistency across different systems.
A cloud-based HRIS is a system hosted on a cloud server, accessible from any internet-enabled device. This means that you and your employees can access your HRIS from anywhere, anytime, as long as you have an internet connection. This can be extremely helpful for businesses with a remote or hybrid work model.
A Human Resource Information System can come with various features, depending on the type of system you choose. Here are just a few of the features you may find in a typical HRIS:
Implementing a Human Resource Information System can seem like a daunting task, but with the right approach, it can be a smooth and successful process. Here are some steps to follow when implementing an HRIS:
Before you begin the implementation process, it’s important to assess your organisation’s specific needs. Consider what functions you need the HRIS to perform, and what data you need to track. This will help you determine which type of HRIS is best for your organisation.
Once you have assessed your needs, it’s time to choose a vendor. Research different HRIS providers and compare their features, costs, and customer service. Don’t forget to ask for references from other organisations that have used their system.
Once you have chosen a vendor, it’s time to plan and prepare for the implementation. Work with your vendor to create a project plan and timeline. Identify key stakeholders in your organisation and make sure they are aware of the implementation and their roles in the process.
Before you can begin using the new HRIS, you will need to migrate your existing data into the new system. This can be a time-consuming process, so it’s important to plan accordingly. Make sure that all of your data is accurate and up-to date before migrating it to the new system.
Before you go live with the new HRIS, it’s important to test the system and ensure that it’s working properly. This is also a good time to train employees on how to use the new system. This can be done through online tutorials, webinars, or in-person training sessions.
Once you have tested and trained on the new HRIS, it’s time to go live. Make sure all employees are aware of the go-live date and that they have the necessary information and support to use the new system.
Once you have gone live with the new HRIS, it’s important to monitor and evaluate its performance. Make sure that it is meeting your organisation’s needs, and that employees are comfortable using it. Regularly check and evaluate the system’s performance, and make any necessary adjustments.
An HRIS is not a static system, it’s a living system that will evolve over time, so it’s important to continue to evaluate and improve the system, as well as updating it to keep up with the latest technology and changing regulations. By following these steps, you can ensure that your HRIS implementation is smooth and successful. Remember, effective communication and planning are key to successful implementation. With the right approach and a little bit of patience, you can have a powerful HRIS in place that will help your organisation thrive.
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