Recruiting. Recruiting data gathered from the Applicant Tracking System (ATS) is the first common data source in the HRIS. This includes the number of candidates who applied, their CVs and other characteristics, as well as data about the recruitment funnel, recruitment sources, selection, and so on. This system is the most common input for recruiting metrics.
Demographic data. Another key data source is HRIS employee records. This includes the employee ID, name, gender, date of birth, residence, position, department, cost center specifications, termination date, and so on. These demographic data are often included in an analysis as control variables. Also, when data is combined manually, this is often the database that is enriched with data from other systems by matching the employee’s ID as a unique identifier.
Learning management. The learning management system (LMS) is another source of HR information. The LMS contains a course offering and registers employee’s progress through different programs. Not all learning data is stored in the LMS. Often finance holds the information of expenditure on external courses while learning impact and effectiveness is often measured using surveys.
Performance management. The performance management system (PMS) is part of the HRIS and contains information about performance management. This includes employee reviews and performance ratings.
Job architecture. Job architecture, also referred to as global grading or job leveling, is a framework that serves as a foundation for remuneration. Different roles are put into salary scales that have bands and grades with maximum reward levels. Different roles apply to different salary scale levels.
Succession planning. Succession planning schemes are also part of the HRIS. The amount of data depends on the maturity of the organization’s succession planning practices. Example data includes leadership development data, managerial bench strength, and data about which people are next in line for positions.
Compensation & benefits. To keep employees engaged, they are compensated. Compensation and benefits data are also stored in the HRIS. These include remuneration details but also secondary benefits.
Talent development. Talent development data is a bit of a weird one out. Talent programs often consist of courses and workshops that are often included in the learning management system. However, the broader approach to developing talent is another key piece of information that can be retrieved from the HRIS.
Exit interview. Depending on the organization, exit interview information may also be stored in the HRIS. This provides information on the reasons why employees have left the organization. This data can be used for analyses aimed at reducing employee turnover.