What Are The Types of HRIS Solutions?

Every HR professional isn’t just tasked with employee recruitment, as he professional you might need to spend time drafting employee information on excel sheets. Let’s face it, this is why different types of HRIS software may come in handy!

As different organizations continue to grow, managing employees might get more and more complex. For that reason, HRIS systems are a significant part of most human resource departments. However, it can be tricky to figure out the best HRIS system to fit your company’s needs. If you are interested in learning the different types of HRIS software and their uses, consider reading on. Here’s what you need to know first.

What Is HRIS And Why Is It Important?

The term HRIS stands for Human Resource Information System. Simply, HRIS systems are digital tools used to organize, maintain, and plan a main human resource task. HRIS solutions or importance range from effectively handling the organization of employees and their information to extensive work management. These tools also assist in planning and completing payroll, managing employee training, reviewing staff performance, etc. Potentially increasing the productivity of Hr professionals and helping your employees easily find important information when needed.

Boost employee performance and Hr productivity by discovering the types of HRIS software.

Types Of HRIS Software

Aside from the common features, all HRIS  systems have in common like self-service, automation, and handling employee performance. Each type of HRIS provides a range of different features. To assist in picking the right fit for your organization, here is an overview of the five HRIS software and their uses.

1 Operational HRIS: Operational HRIS typically collects and presents data from Human Resources such as employee records, position details, and performance evaluation information. This is a great system for Hr managers to get equipped with the data they need for recruitment, promotion, employee performance management, and changes within the staff. Operational HRIS solutions are also useful in a variety of areas as they help with standard Hr tasks. This could be the right tool for you if you ever notice employees spend significant amounts of time on employee performance management tasks or navigating through disorganized files.

2 Tactical HRIS: This HRIS is more involved with processes related to utilizing resources. HRIS solutions for this system could range from training to recruitment, vacation and employee compensation, and more. Typically they are more reliable for making decisions on job analyses, and resource allocation. They are also useful for dealing with union information, government requirements, and so on. Tactical HRIS software is more beneficial to companies that need help with making large-scale decisions on how to utilize their resources.

3 Strategic HRIS: This might just be where to go if you need help with strategic decision-making. Strategic HRIS helps Hr professionals to set goals and plan for the workforce. Since they assist in managing data like operation finances and market information, they can help bring notice to the available labor resources and better workforce planning. If your organization is looking for ways to grow strategically using solid figures to make data-driven and effective decisions, it is always a good idea to consider a strategic HRIS system.

4 Comprehensive HRIS: Comprehensive HRIS is normally regarded as a combination of all types—operational, strategic, and tactical. They work as a centralized database and platform to provide easy review and for handling core HR tasks, such as employee information, job analysis, skills inventory, employee safeguards guidelines, training and development, and so on. A comprehensive HRIS system mainly stores and displays information needed to perform a variety of HR functions.

5 Limited-Function HRIS: Just like the name suggests, limited-function HRIS carries out only one task. The main function of limited-fuction HRIS depends on the specific system. For example, they might be a particular HRIS created specifically for handling payroll or employee recruitment. Limited-function HRIS systems are best for smaller companies. It is less costly, easy to navigate and use, and can even be operated conveniently by a single HR professional or manager. 

Conclusion 

As you can see, they are different types of HRIS software with diverse features. To pick the best for your organization, first, understand your company’s needs, goals, and what areas the HR department needs support most.

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