A growing company or organization needs a Human Resources Information System (HRIS) to successfully manage every employee. With a number of HRIS software packages on the market, it is essential to choose the right one. These Human Resources (HR) systems usually consist of three modules that seamlessly integrate together: human resources management, payroll processing and recruiting administration. The need for correct data is more important than ever due to new legislation, increased benefits and changing employment laws. A HRIS package can meet the following needs:
Single Point of Data Entry: Enter and update employee data in only one database, which reduces duplicate errors, reduces the amount of time required for entering data and saves money. Premium charges to benefits or salary adjustments made by the HR department become instantly applied and available to the payroll department. This change is automatically reflected in payroll deductions without any transmitting, transferring or exporting files.
Reduction of Labor Costs: Money is saved when the HR department tracks both employee information and payroll data in one program. In addition, this streamlined approach further saves money by eliminating duplication errors, the time spend entering data multiple times and reduces the amount of clerical work.
Superior Services for Employees: Easily produce employee reports on family and personal benefits, employer premiums and the amount withheld from each employee's paycheck. There is no rummaging around cabinet files or computer databases to assemble the required data.
Enhanced Reporting Capabilities: Software packages provide easy access to pre-formatted reports, which include the cause for employee turnovers, workers' compensation statistics and departmental compensation for wages and salaries. This feature provides easy understanding on the strategic “big picture”. Plus, payroll and HR data can easily be combined into one report to meet custom management needs.
Ability to decentralize HR, benefits and payroll functions: Without an HRIS, centralization is required to update databases from remote locations, which is labor intensive and expensive. Flexibility and security can be vastly improved with the implementation of a system. The software allows for the selection of HR features available to line managers. This choice then provides the managers with the ability to deal with their employees and department in a proactive manner. In addition, security options protect sensitive data that ensures only authorized users view the material.
Meet Government and Management Reporting Requirements: Respond quickly to information requests with fast, accurate and standard reports, such as EEO-1, EEO-4, I-9 Citizenship Verification and Vets-100. This features allows for easy compliance with Affirmative Action, Americans and Disability Acts and other governmental regulations.
Simplify Benefits Administration: Automatically calculate precise employee, dependent and employer premium costs. This feature also allows the HR department to track unlimited benefit plans, define personal eligibility criteria, create customized employee benefit statements and manage Leave Act (FMLA).
Prevention of Costly Lawsuits: Look at the following statistics and you will realize just how hazardous the legal climate has become for employers: