Question

Discussion Question #6

How would you use workforce analytics from an HR Information System (HRIS) to support talent programs such as recruiting, retention, and employee development? How you would use an HRIS in a down economy as a corporate tactic to keep top talent? Once everyone has responded to the initial discussion question, review what your classmates have posted and respond to their posts addressing why you agree or disagree with what they suggested.

Answer 1

Human Resource Information System (HRIS) is a form of human resource (HR) software that combines a number of systems and processes to ensure easy management of human resources, business processes and data. HR software is used by enterprises to integrate a number of essential resource functions, such as employee data storage, payroll management, recruitment, administration, benefits and time attendance, employee performance management, and capacity documentation tracking.

The human resource management system ensures that daily human resources are manageable and easily accessible. It integrates human resources into discipline and, in particular, key human resource activities and processes with the information technology sector, as data system applications evolve into standardized procedures and software packages for enterprise resource planning (ERP). These ERP systems are generally sourced from software that integrates information from different applications into a single global database. Connecting its modules for financial and human resources through a single database is the most important difference for pre- and post-developers, making this software robust and flexible.

The HR system provides tools for obtaining, storing, analyzing and disseminating information to various stakeholders. HRIS helps streamline traditional processes and strengthen strategic decisions. The wave of technological progress is revolutionizing every aspect of life today, and that includes human resources. Initial systems are relatively narrow and usually focus on one such task, such as improving the payroll process or monitoring employee hours. The current system covers all work related to the Department of Human Resources, including monitoring and improving the efficiency of the unit management process, monitoring absenteeism and annual leave, facilitating financial transactions, and reporting on human data. In conclusion, as the role of the Department of Human Resources expands in complexity, the human resource system is evolving to meet these needs.