HRIS application: An Overview

Compensation Administration: Maintaining internal and external equity while preserving the incentive value of compensation is not getting any easier. Specifically, there are systems that perform their job analyses (some even describing job descriptions) and others that carry out job evaluation, using either the vendor’s propriety technique and accommodating the evaluation methods that the user may prefer. Some systems accept survey data and perform analyses that help the user price jobs according to the market. Still others facilitate the development of salary structures, costing out the various alternatives as the users experiment with them. Example: Lotus 1,2,3.

Benefits Administration: Benefits plans requires intensive records keeping, therefore introduction of computerizing have save much costs. The situation has changed dramatically especially in the recent years,  largely because changing demand of benefit administration – most emanating from government regulation such as pension regulation has added to the administrative burden. Another increase in costs is the health care cost which requires record keeping to be computerized for government compliance and analyst of cost control. Example: Employees Benefit Software Directory

Human Resources Planning: HR planning is especially important for forecasting and succession planning.  Forecasting uses HRIS application to determined the demand of key jobs, turnover. This allows HR planners to use computer softwares to forecast training and hiring needs besides identify staffing problems. However few companies have the expertise to forecast as it is difficult task. Secondly, the succession planning is a planning for the development of talent besides for continuity in key positions. This systems function by having information list of managers at all level who has the highest promotion potential to be stored and manipulated. Such systems can stored placement related data on individuals and can position data (including reporting relationships). Example: ExecuGrow 

Organisational Planning: This is a planning for organizational structures and roles that people will occupy. This includes creation of organizational charts to document hierarchical relationships of jobs and to records names of incumbents. Some systems goes beyond to locate important information such as locating data to determine the firm spending on various activities. Therefore, it allows alternative organizational structures to develop cost-cutting.

Employment Management: Organizations may receive unsolicited employment applications, therefore  must preserve a good image and acknowledge these applications. The record keeping allows organization to keep track promising applicants to be contacted. This is useful during recruitment function which enables monitoring of selection process, manage interviews, minimize delays and record information collected thus decision made effectively.

References:
Stephen E Forest & Zandy B. Leibowitz (1991). Using Computers in Human Resources: How to Select and Make the Best Use of Automated HR system. Jossey-Bash