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HRIS application
Rockieve Givian
DeVry University
Prof Laura Miraz
HRM340
8/3/2021
HRIS application
With human resources serving as the centerpiece of every organization, too much of its activities occur through them. These are activities ranging from recruitment to training, solving issues relating to the organization, and firing the employees. Besides, what makes the whole work turn out more challenging is the creation of the payroll. That process needs to incorporate many factors such as the number of hours worked, the overtime paid, the number of days absent, and so many other minor details. For that reason, the human resource manager might require HRIS to assist them in automating all that data, which will serve as a better way to make work easier and effective for them (Masum ET AL. 2019). This paper takes an in-depth look at the HRIS that would best fit the payroll.
Operational HRIS is one type of HRIS that can be considered suitable for payroll. Operational HRIS, Is a good tool for the managers within any organization. It can be regarded as beneficial because it provides the manager with any data and information they might require to support their human resource decisions (Kolachina & Aziz 2018). This type of HRIS collects all the information gathered by the human resource and reports it to the managers. That mostly has to be the information regarding the employees. The number of days they have attended work, the number of hours they have worked days absent, as well as their ratings. Therefore, that makes it so easy to compute their salaries, considering all those factors. Since the HRIS is subdivided into two major categories, opting for the worker informational systems would be the best for payrolls. That is because it is much centered on the employees and their records
Choosing the right HRIS vendor calls for consideration of many factors. Some of these factors include the needs for the vendor, the budgeted amount of money, and reviews. Therefore putting the majority of considerations into place, I would go for the ADP Workforce Now HR vendor. Firstly, the vendor is affordable for any small business aspiring to grow compared to other HRIS vendors (Sibilová et al., 2019). Secondly, this type of vendor integrates seamlessly with popular business software applications as well as leading payroll. It is good in that one can easily do scheduling and tracking functions. Besides, it is also good in that the employees can be able to view their pay statements as well as retirement accounts. Nevertheless, choosing the ADP Workforce Now HR vendor is also beneficial in that it will also help reduce the administrative burdens. That is through its use of automation software which also helps in improving the employee’s engagement.
In conclusion, the management should know the HRIS to get the best for the human resource functions. That involves choosing the one that best serves the function. For payroll cases, the operational one would be the best fit. On the other hand, there is also a considerable need to match the HRIS with the right vendor. However, in doing this, one has to consider factors the cost involved and the suitability of the vendor. Making the correct choice would give the best experience to the entire organization, from the top leaders to the junior employees.
References
Kolachina Srinivas, D. K., & Aziz Nagar, P. O. (2018). A Brief Study on Significance of Human Resource Information Systems (HRIS) in Human Resource Planning. International Journal of Pure and Applied Mathematics, 120(6), 8143-8154.
Masum, A. K. M., Beh, L. S., Azad, M. A. K., & Hoque, K. (2018). Intelligent human resource information system (i-HRIS): a holistic decision support framework for HR excellence. Int. Arab J. Inf. Technol., 15(1), 121-130.
Sibilová, M., Putovná, S., Michalková, T., Mičiak, M., & Kucharčíková, A. (2019). Information Systems for the Support of Human Capital Management. Research Papers Faculty of Materials Science and Technology Slovak University of Technology, 27(s1), 8-14.
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