Human Resources Information System (Hris) Essay

There atomic number 18 many different purposes, functions and components to HRIS bundle systems. engineering science has been constantly prospering, and with all the new possibilities, companies are equal to use these software systems to help their HR departments perform their hypothesizes faster and easier. Large businesses want to spend a penny the most amount of money, by spending the least amount assertable with HRIS they are able to realistically achieve this goal. Businesses need to grow and expand or they will not succeed.The main purpose of an HRIS is so companies bathroom use it internally to keep track of the stores bud perk up, paysheet and employee information more accurately and efficiently. Many large human election organizations develop or buy these software systems to improve their HR operations while trying to keep the total operating costs low. The more a business gutter save on wages, the more it potful spend on the company internally, to invest in im proving the new(prenominal) departments as well. Some companies use HRIS systems to help them communicate worldwide companies can have one business with several stores around the world that declaim different languages. HRIS software systems main function is to help HR power handle and process large quantities of information that is tracked and updated automatically this allows HR staff to focus on ad hominem fundamental interaction with employees, instead of dedicating the legal age of their time to paperwork.The key functions of an HRIS software system are to create and keep up employee record, adhere to legal compliance, forecasting for future planning, strategic alignment and compound decision making (Dessler, 2011, pg 61). The otherwise functions that an HRIS system can perform overwhelm items much(prenominal) as control, foundiveness, flexibility, efficiency, responsiveness, the true, ease of use, automation, timeliness and process improvement (HR Systems Strategies Inc, n.d., pg. 1). The companies that are worldwide can use this to communicate the same thing to other countries with the HRIS system. HRIS software systems can have many components to it however, not all companies require the same components.The general components that most large HR organizations have accommodate a database to store employee information, time and labour solicitude to track employee attendance, payroll department to ensure employees are paid correctly and legally, benefits to ensure employees have attach benefits and retirement investments, recruitment to help build the companys workforce, educational activity for new or promoted employees, organization charting and scheduling for employees shifts and breaks and an employee interface for employees to review personal information (Jennifer, n.d., pg. 1)(Dessler, 2011, pg 58). Some companies can develop their software systems to be unfastened of performing things such as a salary analysis, budget planning, job design and performance reviews (Cezanne, n.d., pg. 1).The cost of an HRIS software system can play on many factors, such as how complex or unanalyzable it is and if it was specialized for your company or if it is a general system. Large companies such as fortune 500 can run systems around the tens of millions of dollars, just now smaller companies can run systems for less than a thousand dollars (HRIS, HRMS and HR, n.d., pg. 1). The truthfulness is that there are many different HRIS software systems for any footing range, but however much you invest into it, is how much you will get out. The HRIS system that a company chooses should not be based on how complex the system is, but how beneficial the system will be to help improve the businesses HR department.The impact of technology has changed the role of HR in many different aspects. The most obvious positive effect of using technology in an HR department is the increase of accuracy and efficiency, which in turn reduces costs a nd improves results within the company. The use of technology makes it able for HR to dedicate less time to paperwork and more time to employee interaction (Hall, 2012, pg. 1).Works CitedCezanne. Cezanne. Cezanne software product Limited, n.d. Web. 20 Sept. 2012. . Dessler, Gary , and Nina D.Cole. Human Resources focussing and Technology. Human Resources Management in Canada. 11th Canadian Edition ed. Toronto Pearsons Canada, 2011. 58,59,61,62, 63. Print. HR Systems Strategies Inc HRIS Software Canada / US. HR Systems Strategies Inc HRIS Software Canada / US. N.p., n.d. Web. 20 Sept. 2012. . HRIS, HRMS and HR software FAQs. Free HRIS HRMS and HR Software Buyers Guide. N.p., n.d. Web. 20 Sept. 2012. . Hall, James. Impact of technology on human resource management Importance of Technology. Importance of Technology. N.p., 1 Mar. 2012. Web. 20 Sept. 2012. . Jennifer, Kristin. The Components of an HRIS System eHow.com. eHow How to Videos, Articles & More infract the expert in you . eHow.com. N.p., n.d. Web. 20 Sept. 2012. .