Human Resources Information System (Hris) Essay

There are umteen different purposes, functions and components to HRIS package systems. Technology has been constantly expanding, and with all the new possibilities, companies are able to use these packet systems to second their HR departments perform their jobs faster and easier. Large caperes want to make the or so amount of money, by spending the least amount possible with HRIS they are able to realistically achieve this goal. Businesses need to cause and expand or they will not succeed.The main purpose of an HRIS is so companies can use it internally to keep shack of the stores budget, payroll and employee information more accurately and efficiently. Many macroscopic compassionate resource organizations develop or buy these software systems to improve their HR operations piece of music trying to keep the total operating costs low. The more a business can come through on wages, the more it can spend on the company internally, to invest in improving the some separate departments as well. Some companies use HRIS systems to help them communicate worldwide companies can have one business with several stores around the world that speak different languages. HRIS software systems main function is to help HR personnel handle and process large quantities of information that is tracked and updated automatically this allows HR staff to counseling on personal interaction with employees, instead of dedicating the majority of their time to paperwork.The key functions of an HRIS software system are to create and maintain employee record, adhere to legal compliance, forecasting for future planning, strategic alignment and enhanced conclusiveness making (Dessler, 2011, pg 61). The other functions that an HRIS system can perform include items such as control, effectiveness, flexibility, efficiency, responsiveness, accuracy, ease of use, automation, patness and process improvement (HR Systems Strategies Inc, n.d., pg. 1). The companies that are worldwide can use this to communicate the same thing to other countries with the HRIS system. HRIS software systems can have many components to it thus far, not all companies require the same components.The general components that close to large HR organizations have include a database to store employee information, time and labour management to track employee attendance, payroll to ensure employees are paid correctly and legally, benefits to ensure employees have appropriate benefits and retirement investments, enlisting to help build the companys workforce, training for new or promoted employees, organization charting and scheduling for employees shifts and breaks and an employee embrasure for employees to review personal information (Jennifer, n.d., pg. 1)(Dessler, 2011, pg 58). Some companies can develop their software systems to be capable of playing things such as a salary analysis, budget planning, job design and performance reviews (Cezanne, n.d., pg. 1).The cost of an HRIS software s ystem can depend on many factors, such as how complex or wide-eyed it is and if it was specialized for your company or if it is a general system. Large companies such as fortune ergocalciferol can run systems around the tens of millions of dollars, but smaller companies can run systems for slight than a gram dollars (HRIS, HRMS and HR, n.d., pg. 1). The reality is that there are many different HRIS software systems for any price range, but however much you invest into it, is how much you will get out. The HRIS system that a company chooses should not be based on how complex the system is, but how beneficial the system will be to help improve the businesses HR department.The impact of technology has changed the role of HR in many different aspects. The most obvious positive effect of using technology in an HR department is the increase of accuracy and efficiency, which in turn reduces costs and improves results within the company. The use of technology makes it able for HR to dedi cate less time to paperwork and more time to employee interaction (Hall, 2012, pg. 1).Works CitedCezanne. Cezanne. Cezanne Software Limited, n.d. Web. 20 Sept. 2012. . Dessler, Gary , and Nina D.Cole. gentle Resources Management and Technology. Human Resources Management in Canada. 11th Canadian Edition ed. Toronto Pearsons Canada, 2011. 58,59,61,62, 63. Print. HR Systems Strategies Inc HRIS Software Canada / US. HR Systems Strategies Inc HRIS Software Canada / US. N.p., n.d. Web. 20 Sept. 2012. . HRIS, HRMS and HR software FAQs. Free HRIS HRMS and HR Software Buyers Guide. N.p., n.d. Web. 20 Sept. 2012. . Hall, James. Impact of technology on human resource management Importance of Technology. Importance of Technology. N.p., 1 Mar. 2012. Web. 20 Sept. 2012. . Jennifer, Kristin. The Components of an HRIS System eHow.com. eHow How to Videos, Articles & More Discover the unspoilt in you. eHow.com. N.p., n.d. Web. 20 Sept. 2012. .