Human Resource Information System and e-HRM for the Digital Age

A HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.

To put it another way, a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to allocate too many resources toward them.

In most situations, a HRIS will also lead to increases in efficiency when it comes to making decisions in HR. The decisions made should also increase in quality—and as a result, the productivity of both employees and managers should increase and become more effective.

There are a number of solutions offered to a company that adopts a HRIS. Some of these include solutions in training, payroll, HR, compliance, and recruiting. The majority of quality HRIS systems include flexible designs that feature databases that are integrated with a wide range of features available. Ideally, they will also include the ability to create reports and analyze information quickly and accurately, in order to make the workforce easier to manage.

Through the efficiency advantages conferred by HRIS systems, a HR administrator can obtain many hours of his or her day back instead of spending these hours dealing with non-strategic, mundane tasks required to run the administrative-side of HR.

Similarly, a HRIS allows employees to exchange information with greater ease and without the need for paper through the provision of a single location for announcements, external web links, and company policies. This location is designed to be centralized and accessed easily from anywhere within the company, which also serves to reduce redundancy within the organization.

For example, when employees wish to complete frequently recurring activities such as requests for time off or electronic pay stubs and changes in W-4 forms—such procedures can be taken care of in an automated fashion without the need for human supervision or intervention. As a result, less paperwork occurs and approvals, when deigned, may be appropriated more efficiently and in less time.

HR and Payroll Factors

When a company invests in an affordable HRIS, it suddenly becomes capable of handling its workforce by looking at two of the primary components: that of payroll and that of HR. Beyond these software solutions, companies also invest in HRIS modules that help them put the full productivity of their workforce to use, including the varied experiences, talents, and skills of all staff within the enterprise.

HRIS Popular Modules

A range of popular modules are available, including those for recruiting, such as resume and applicant management, attendance, email alerts, employee self-service, organizational charts, the administration of benefits, succession planning, rapid report production, and tracking of employee training.

HRIS Summary

In conclusion, it is important to choose the right HRIS. A company that takes the time to invest in a HRIS that fits their goals, objectives, mission, and values, is a company that is investing in its future and in its success. It will be necessary to customize any HRIS to the unique needs of a company so the system will remain flexible and relevant throughout the life of the company or enterprise. For more informative HRIS resources, be sure to check out our vast HRIS Database.


While businesses race into the digital age at breakneck speed, the HR departments attached to those companies are often running to catch up, or are simply forgotten (or left behind) in the company’s quest to get ahead.

There are a few reasons why HR departments have been a little slower to the technology table:

  • HR systems are often separate from sales or operations networks, which need to keep up with the competitive pace of business. Since HR is an internal system, it may have lower priority than customer or operations management.
  • Some HR divisions use legacy systems that contain several years of highly personal employee data, and the thought of disrupting that can be overwhelming.
  • Some companies have multiple systems for different areas of HR, such as one system for training purposes, another for compensation and benefit packages, and yet another for employee performance reviews.

Digital technology is driving change for HR in 3 key ways:

  1. Allows new approaches to delivering HR services. Employees already engage with social media and other mobile tools regularly, so why not engage employees on their own terms? HR can use familiar technologies to reach employees in new ways, and use multiple channels to provide HR services anytime, anywhere, and on any device.
  1. Makes talent management easier. Technology can help extend HR to the organization, allowing managers and employees to manage their own profiles and perform many other processes in a self-service format. This can help with recruitment, onboarding, training, performance reviews, and even career path strategy and succession planning.
  2. Enables HR customization. The HR department can use technology to act more like a marketing department, by tailoring messaging to specific groups, customizing employee options, and focusing on individual or group performance measures.

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