Conclusion

The core HR/payroll system will provide much of the functionality to support the major HR activities and processes illustrated by HR taxonomy

HR packages provide different levels of coverage across these areas. If coverage in a particular area is shallow, an organization may purchase add-on products to achieve the missing functionality. Although these products may be provided by other suppliers, a standard interface with the core HRIS may exist where the two suppliers have such as arrangement.

With modern web-enabled workflow-driven HR systems, however, these processes can be highly streamlined so that task owners (employees, line managers,  HR staff) are prompted automatically to execute their task using employee or manager self-service (ESS/MSS).

Lastly , various add-on may be used to supplement the HR administration component of the core system. For example,  in a clocking-on environment, a separate time and attendance system may be used to record absence details, which are then passed to the HRIS via an interface. the HRIS also need to integrate with systems that are external to the HR department, such as security, accommodation, expanses and so on.

The development of human resources is bound inextricably to the technology that serves it. The HR function has faced a succession demands for changes to the way in which it delivers transactional service ranging from the development of more effective, integrated end-to-end processes through to the development of knowledge based centres of excellence

In the end, however, the ability of the HR function to deliver step changes in performance is dependent on its capability to manage administrative tasks, which in turn demands a firm grasp and control of HR processes and data.