HRIS: Advantages … and Disadvantages - 0 views
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We’re defining it as a software or online platform that assists HR professionals by integrating the management of employee data with the performance of common HR tasks.
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One-stop shopping. One of the most frequently mentioned advantages of an HRIS is that you enter information only once for many HR-related employee tasks. And, similarly, you need to update only one place when employee information changes. Integration of data. Furthermore, different parts of the system can “talk to each other” allowing more meaningful reporting and analysis capabilities, including internal evaluations and audits and preparation of data for outsiders. Accuracy. Improved accuracy is likely assuming data are entered and manipulated correctly. Self service. This feature can be a great timesaver for HR. Employees may enter the system to change data (for example, change their own addresses) and managers and supervisors may enter the system to enter data (for example, performance reviews) or to retrieve data without bothering HR. Automated reminders. Systems can schedule events, such as performance appraisals and benefit deadlines, automatically notifying and nudging if actions have not been performed. Hosting of company-related documents. The system can host such materials as employee handbooks, procedures, and safety guidelines. The materials are easily updated in one place. Benefits administration. This could include enrollment, notices, changes, and reporting. Recruiting management. This may include applicant tracking, management, and reporting.
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HRIS users responding to the survey have 100 or more employees; however, 8% of HRIS users among customers surveyed had fewer than 50 employees.
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Doing more research on the topic of this week HRIS, I stumbled upon this very helpful article. It goes into detail about Human Resource Information Systems their use, and pros and cons. The article lists eight advantages that come from having one of these systems. It only has to be uploaded once, it integrates reporting and evaluations, it removes human error therefore improving accuracy, time saving because of self service, reminders, paper saving, administrative tools, and recruitment tools such as those we discussed in our class discussion. Where as there are only three disadvantages mentioned; security concerns just as there are with any online system, cost which is predicted to decrease rapidly in the upcoming years, and staffing because systems like these often require IT team. These three disadvantages are synonymous with that of the disadvantages we have seen on all of the softwares or systems we've learned about this semester. There will always be a concern with security when a business has data online and when a company reaches a certain size it will be inevitable to have an IT team so I believe that these few disadvantages do not outweigh the benefits of HRIS. The statistics provided by the article are very helpful in noting that these systems are most effective for businesses with approximately 100 employees but can be used with those with as few as 50.