The Importance of a Robust Human Resource Information System (HRIS): The Future of HR Management

 In today's dynamic and competitive business environment, companies are increasingly recognizing the critical role of human capital in their sustained success. As competition increases, technology advances, and employee expectations change, the ability to attract, develop, and retain top talent has become a key differentiator. To effectively manage this valuable resource, companies must harness the power of a robust human resources information system (HRIS).

“Traditionally, a Human Resources Information System (HRIS) was seen as a basic way of keeping administrative employee records and focusing on security and data management – simply a database ‘keeping the lights on’, rather than anything strategic or value-added. As HR functions became more complex, HRIS incorporated processes such as talent acquisition, recruitment, and ongoing employee data management and processing. It has since become the solution that maintains, manages, predicts and processes detailed employee information, with the help of AI and automation.” (blogs.oracle.com, 2023)

Bdtask, 2021, What is an HRIS System? A Comprehensive Guide

A modern HRIS is crucial for effective HR strategy, providing a central repository for employee data, automating tasks, optimizing workflows, and providing data-driven insights to optimize HR operations.

“Every HR Technology platform brings two value propositions to your company: (A) they automate a lot of junk work, and (B) they transform the way you operate.” (Josh Bersin, 2023)

A robust HRIS offers many benefits that can transform a company's human resources function and contribute to overall business success. Let's delve into some of the key advantages:

• Streamlined HR processes: HRIS can help organizations automate many of their HR processes, such as payroll, benefits administration, and hiring. This can free up HR professionals to focus on more strategic activities, such as workforce planning and talent development.
• Improved employee productivity: HRIS can help organizations improve employee productivity by providing employees with self-service access to their HR information. This can allow employees to manage their own tasks, such as updating their personal information and requesting time off.
• Better decision-making: HRIS can help organizations make better decisions about their workforce by providing them with data and insights into their employee data. This data can be used to make decisions about hiring, training, and development.
• Enhanced Communication and Collaboration for a Connected Workforce: HRIS is a centralized platform for HR professionals, managers, and employees, promoting open communication, goal alignment, and problem resolution, fostering a more engaged workforce, driving innovation, and enhancing productivity.

TechnologyAdvice: The 5 Types of Human Resources Information Systems (HRIS)

“AI is here, and this means analytics, ONA, chatbots, and NLP are now part of HR. As new and confusing as this technology has been, I am excited to see all these tools move from the “sidelines” to center stage, as companies now realize they can buy much of this technology as needed, without having to build everything internally.” (Josh Bersin, 2019)

Implementing a robust and modern HRIS is an investment in the future of an organization. HRIS helps companies create a more efficient, effective, and engaged workforce by streamlining processes, empowering employees, facilitating informed decision-making, and improving communication. As organizations grapple with the complexities of modern business, a better HRIS is an essential tool to achieve sustained success and unlock the true potential of human capital.

“HR is undergoing rapid and profound change. Once viewed as a support function that delivered employee services, HR is now being asked to help lead the digital transformation sweeping organizations worldwide. We see this change taking place in three areas: Digital Workforce, Digital Workplace, and Digital HR” (Pascal Occean, Brett Walsh, and Michael Stephan, 2017)
 

 
References
blogs.oracle.com, 2023. The Evolution of HRIS: Business Resilience and Employee Experience [Online], Available at: The Evolution of HRIS: Business Resilience and Employee Experience (oracle.com), Accessed 27^th November 2023
Josh Bersin, 2019, HR Technology 2020: Disruption Ahead [Online], Available At: HR Technology 2020: Disruption Ahead – JOSH BERSIN, Accessed 26^th November 2023.
Josh Bersin, 2023, HR Technology 2023: What’s Hot? What’s Not? [Online], Available at: HR Technology 2023: What's Hot? What's Not? – JOSH BERSIN, Accessed 26^th November 2023.
Pascal Occean, Brett Walsh, and Michael Stephan, 2017, Digital HR: Platforms, people, and work [Online], Available at: https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2017/digital-transformation-in-hr.html, Accessed 26^th November 2023.
Mahmuda Akter Isha, Bdtask, 2021, What is an HRIS System? A Comprehensive Guide! [Online], Available at: What is an HRIS System? A Comprehensive Guide! (bdtask.com), Accessed 27^th November 2023.
Shelby Hiter, 2021, HRIS Trends: The Future of HR Management [Online], Available at: HRIS Trends for 2022: Future of HR Management | CIO Insight, Accessed 27^th November 2023.