HRIS is an abbreviation for Human Resource Information System. It is a system designed to help human resource professionals to achieve greater efficiency in handling human resources activities and improve effectiveness in HR decision making.
A complete suite of HRIS usually covers all functions of human resources department. Therefore, a HRIS is often split into multiple separate modules so that companies only need to purchase or subscribe to the services that they need. And these are the common modules of a HRIS.
The core HR module is also commonly known as personnel management or the 201 file of the employees. This module maintains all employees information including personal information, qualifications, work experience etc. The information in this module is used by all other modules of the HRIS.
Attendance, Timekeeping and Leave Management
The attendance, timekeeping and leave management module focuses on tracking the attendance, absences and the working hours of the employees. It helps companies to understand the amount of time employees spent at work, including tardiness, overtime and night shift differential. And it also tracks the type of employees’ absences from work, such as vacation, sick, maternity leave etc.
The payroll module of a HRIS is responsible for the processing of the payroll. It is an advantage to have an integrated payroll system so that employees information flow seamlessly from the other modules to ensure the accuracy of the payroll.
The recruitment management module, sometimes known as applicant tracking system helps companies to manage their recruitment needs. It can be used to handle job postings across different platforms, sort and manage resumes, schedule interviews and communicate with the applicants.
Onboarding and Offboarding
This module automates the procedure of bringing an employee into a company and the procedure of exiting from the company. For onboarding, it may include tracking and monitoring of the submission of pre-employment documents, induction, and orientation. For offboarding, it helps to ensure a smooth transition to related employees, managing clearance procedures and addressing any outstanding issues between the company and the employee.
Talent management or performance management, this module focuses on understanding and developing employees for the future. It involves establishing, communicating, monitoring and evaluating of employee’s achievement of the targets and goals. Companies can also identify gaps in key competencies and develop these competencies in their employees. This module in HRIS may also include succession planning which allows companies to identify and develop potential employees for leadership roles.
Compensation & Benefits
This module of the HRIS allows companies to analyze, review and manage the company’s compensation plan and structure to ensure internal and external equity. Companies can define salary ranges for different job grades, adjust the different compensation components, and set up any number of benefits plan to suit their requirements. These allow companies to easily develop unique and competitive compensation package to attract and retain talents in the company.
Learning & Development
The learning and development module, or the learning management system (LMS) is used to identify the training needs within the company; schedule and manage the training; and, evaluate and review the training after it is done. This will help companies to ensure their employees are equipped with the right skills and certification to do their job. Depending on the HRIS, some LMS also allows employees to share their knowledge and relevant content through videos and quizzes.