Human Resource Management Systems (HRMS) or Human Resource Information System (HRIS) is a process that uses the information technology for the effective and strategic management of human resource. It is a system or a solution which typically comprises of a single database or interlinked database that track employees and information related to them.
The corporate were first looking at a centralized personnel management system which can manage their storage of data mainly for payroll purposes. But, now organizations are looking for an integrated tool which is comprised of all the HRMS Delhi functions and assist them in compensation management as well as manpower management. So, Human Resource Management System emerged as the preferred main system for managing human resource data, equipped with new tools and capabilities like Payroll Management, Performance Management and Employee Management. A HRM can be as large or small depending on the organizations need. There are many versions of HRIS or Payroll Software packages available in the market defined by their sizes or industries. HRIS is focused on company’s employees and consolidates employee data into single data bank.
Why HR Software is needed in an organization?
Human resource information system refers to the system of collecting, segregating, processing, recording and dismantling the information required for efficient and strategic management of human resource in an organization. Need for such a system arises due to several factors.
• Handling personnel and professional issues on individual employee basis.
• Formation of policies related to human resource department.
• Timely and accurate information for manpower management
• Decision making faster in areas like promotion, transfer etc.
• Complex compensation package consisting of many allowance and deductions etc.
• Correct data and submission of returns to government and other statutory agencies.
• Increase competitiveness by Reengineering human resource processes and functions.
• Improving employee satisfaction by delivering human resource services more quickly and accurately.
• Streamline information into a single, integrated data base.
• Computerized personnel information system, can be integrated and retrieved for cross-referencing and forecasting.
• Flexibility for adaptation to changes taking place in the environment.
Considering these above mentioned facts, it is important to mention that the human resource management department in each organization needs to invest in information technology training and communicate the benefits of employee’s participation and involvement in HRMS services. In last, implementation of HRIS ensures effective use of human resource and provides better returns to the organizations in terms of ROI (Return on Investment) for every rupee spent on them.
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