What is an HRIS (Human Resource Information System)?

The Human Resources Information System is what it’s called. A system called the HRIS is used to gather and keep track of personnel data to assist firms in meeting essential HR needs and enhancing manager and employee efficiency.

Automation and synced data, which may decrease expensive redundancies and offer a reliable source of decision-making, make this possible in significant part.

What does HRIS stand for?

The Human Resources Information System is what it’s called. A system called the HRIS is used to gather and keep track of personnel data.

The majority of the time, an HRIS includes all essential features required for complete human resources management (HRM).

It is a system for learning and development, performance management, and other things.

  • The term “HRIS” can also refer to HRIS software. This is puzzling since it suggests that various software applications can run multiple systems. But this is not the case.
  • HRIS is a set of HR software.
    The HRIS can run on the business’s technological infrastructure or, increasingly frequently, on the cloud.

This indicates that the HR software is being used off-site, which makes updating it considerably more straightforward.

This typically includes an applicant tracking system (ATS), payroll, benefits, time & attendance, training, performance management, employee self-service, etc. Software is what the human resources information system, or HRIS, is.

HRIS system and HRMS, or human resources management system, are two more names that are frequently used.

The terms HRIS and HRIS systems are used interchangeably in this article. These are all alternative names for the same concept.
These programs together go by the acronym HCM or human capital management.


Firms can handle different areas of HR, like payroll, benefits and compensation, and compliance, with the aid of both HRIS and HRMS.

Talent and performance management, which is occasionally only available through HRMS, maybe where they diverge.


HCM, on the other hand, describes a wide range of people management activities that can be carried out with HRIS and HRMS.

Compared to HRIS or HRMS, HCM is a more comprehensive management platform that includes all HRIS tools and provides even more advanced functionality.

HCM can be viewed as a strategic approach to an organization’s human capital because of the breadth of its functions.

The sophistication of the tools offered by the two pieces of software is their primary distinction. While HRMS is a bit more intricate and extensive, HRIS is more straightforward and concentrates on the most critical facts.

With additional tools and functions, an HRMS system typically contains all the elements of an HRIS.

What does an HRIS analyst do?

HRIS enables organizations to employ technology to improve their HR operations and increase the effectiveness of their entire organization.

  • They might be more able to keep up with changing workplace trends.
  • The HRIS controls HR information, including time off, salary, and employee records.
  • The HRIS analyst is responsible for system upkeep, process enhancements, data quality assurance, analysis, and reporting on the HRIS’s data.
  • A person who manages databases and computer systems to assist firms in managing their human resources is known as a human resource information systems (HRIS) analyst.

Benefits of HRIS

  • Employers may discover that HRIS benefits them in the following ways in addition to increased staff productivity:
  • The main advantage includes simplifying HR operations using a single system.
  • Older data management techniques like sheets, manual operations, or outdated platforms are cumbersome, slow, and unsustainable as your business expands.
  • An HRIS substitute for that with a cutting-edge digital solution that accelerates, simplifies and maintains HR workflows and processes.
  • HR teams may hire, integrate, monitor, and increase engagement using an HRIS as a single, integrated solution.

Make decisions based on data.

Predictive analytics, including forecasting and modeling, are available in some systems and can aid HR professionals in making better decisions.

Improve user encounters

Application for jobs, benefits enrollment and other HR procedures may be made simpler by HRIS with user-friendly interfaces and mobile apps.

Reduce time-consuming work

The labor expenses related to payroll, time and attendance, and other manual administrative tasks may be reduced using standard HRIS technologies, including automation, analytics, and artificial intelligence.

Allow for company expansion.

Cloud-based technology can frequently handle growing workforces, volumes of transactions and data, and geographic expansion.

Automates hiring new employees

The total employee experience and talent retention determine how your organization onboards its new hires.

With automated employee onboarding tools, you may facilitate a smooth onboarding process for your new hire and establish their career routes inside the business, increasing employee success and satisfaction.

You can automate everything from the HRIS, including completing forms, e-signing documents, establishing onboarding checklists, sending welcome packages, and granting access to the self-service portal.

HR departments can refocus their efforts on establishing connections with new hires and helping them feel at home.

Features of HRIS software

HRIS software provides scalable HR solutions and customized HR tools that can assist companies in overcoming obstacles as they expand. Some of the most popular HRIS features include the following:

Both hiring and retention

HRIS enables recruiters to assess preliminary candidates, read resumes, and do background checks.


An HRIS will frequently automatically deduct taxes and benefits from employee salaries, saving time and lowering the possibility of error. As well as flexible pay possibilities, many systems provide.

Date, schedule, and schedule

An HRIS frequently supports a variety of worker kinds and interacts directly with payroll to help increase accuracy.

Examine the factors affecting

HRIS often includes a wide range of capabilities to manage both volunteer and employer-provided benefits like health insurance and retirement savings plans ought to be a comprehensive list of employee profiles, such as: identifying details.
Career and pay history, Financial and tax information

HRIS often has a wide range of features to manage both volunteer benefits and benefits provided by the employer, such as retirement savings programs and health insurance.

Examples of HRIS system

Organizations can choose from a wide variety of HRIS software examples today. According to the size of the company, ADP, for example, provides the following options:

Workforce Now by ADP

ADP Workforce Now offers an all-in-one system for managing payments, talent, perks, time, people, analytics, and more.
It is designed for mid-sized organizations.

With ADP Vantage HCM

With the help of ADP Vantage HCM®, large, international businesses with U.S. bases can control their laborers and create strategic decisions on important growth drivers like labor expenses and turnover.

HCM ADP Next Gen

Growing businesses can rely on ADP Next Gen HCM to assist them in adjusting to settings and workforce needs that are changing quickly.

Bamboo HR

BambooHR is a complete human resources management tool created to assist small and medium businesses to put their people first rather than their methods.
Hiring, culture, integration, remuneration, and people data and analytics make up the five parts of the solution.

BambooHR makes it simple to handle employee data, enhance hiring procedures, plus streamline the onboarding procedure.
You can also develop a positive workplace culture and pay staff on time.

One of the software’s primary features is an applicant tracking system that lets you connect with colleagues and issue offer letters during the employment process.

Ease, Papaya Global, Deel, Employee Cycle, Human Interest, Leapsome, and other applications can be connected with BambooHR. There is a smartphone app available as well.

Gusto HR

Automatic payroll deductions Gusto can handle your company’s state tax registration needs across all 50 states. Additionally, it can monitor modifications to tax rules and automatically compute taxes.

Benefits for employees.

Using Gusto, you may create financial and health benefits for free, at a minimal cost, or as part of a premium plan.

Dental, vision, cash-out, and commuting perks, among other benefits, are included.
Wallet by Gusto. Gusto offers customers a smartphone app to manage their finances and save money.

This mobile wallet includes a debit card with benefits and supports ApplePay and Google Pay in addition to other payment methods.

How to choose an HRIS?

Selecting an HRIS is a crucial choice that could affect whether particular corporate objectives are accomplished.
When choosing an HRIS, there are five things to take into account.

  • Technological prerequisites
  • Cost.
  • Implementing HRIS
  • Support.
  • Scalability.

The general guidelines in the purchasing process are, even though it is not linear:

  • Recognize any problems or difficulties with the current HR processes.
  • Examine how an HRIS can assist in overcoming those challenges.
  • Create an HRIS criteria list.
  • Assess HRIS providers using the checklist

Three processes involved in selecting an HRIS

Three essential stages for implementing an HRIS system successfully

  • Set up the Information system to reflect the procedures and policies of the business.
  • Connect the information to other platforms and transfer the old system’s historical knowledge to the company.
  • Allocate time and money for integration, training, and communications as part of your preparations.

Should my company purchase an HRIS?

Each organization has unique requirements, although some might wish to think about getting an HRIS if they have trouble:

  • Stay up with the changing demographics of the workforce
  • Hire freelancers and independent contractors
  • Maintain awareness of evolving laws
  • Hire personnel with specialized knowledge
  • properly analyze employee data
  • maximize team-based organization structure

HRM software for small business

Zoho payroll

Automatic payroll calculations; online wage payments through banks that work with you;
Secured a self-service portal to cut down on payroll staff inquiries.

All of your payroll personnel have access to user roles and role-based access. Compliant with Indian payroll regulations, automatic statutory calculation Structures for pay and benefits are different for workers at all levels.

Accounting integrations for automatic payroll expense tracking Detailed payroll reports are needed for tax preparation and comprehending payroll costs.
This is one such best software that can be utilized for small businesses.

PyjamaHR Software

Corporations can streamline and manage the employment process with the help of PyjamaHR application tracking and recruitment software.

Organizations may maintain a consolidated database of all candidates, complete with personal and employment information, thanks to this applicant tracking software.

By using a single system, recruiters may more easily manage, track, and screen job candidates, schedule interviews with prospects, and do other things.

Additionally, firms can monitor job candidates and advertise openings in employment portals with the aid of PyjamaHR.

The management can organize and conduct interviews and hire top personnel using services like AI-based candidate filtering, interview scheduling, event customization, recruiting, etc., provided by this platform.

Forward HR

The goal of forward, an integrated piece of software created for small and medium businesses, is to make your work more efficient and straightforward. Employees can request leaves using the forwarder’s self-service tools, which have been finished.

What should an HRIS system have?

Not only should an HRIS be able to handle current issues and potential future ones. After all, a few companies would like to invest in a new system every few years.

HRIS suppliers who can expand alongside their clients typically:

  • Possess service strategies that go beyond implementation
  • Invest in innovation, and update your products frequently
  • Benchmarks, both internal and external, can be used to gauge performance.
  • Offer advisory services and best practices definition
  • Employee demographic data, such as birth date, gender, contact information, and more, is organized and managed by an HRIS to assist businesses.
  • Employee job information includes boss, department, pay scales, and more. Benefits choices.

What to do first?

Typically, companies intending to buy an HRIS begin by persuading stakeholders that a new approach to human resources is required.

Business case proposals could illustrate how the organization’s current procedures hold it back and lay out the functional requirements needed to advance.
Project managers should be ready to take questions and solicit comments during this presentation.
Businesses are more likely to locate the ideal HRIS vendor and guarantee a seamless transition if they consider stakeholder needs early on.

Why HRIS is important?

  • HRIS is crucial since it links individuals and workflows in a way that could enhance routine business processes and boost efficiency.
  • Additionally, it helps with managing and gathering data required for regulatory compliance.
  • Human mistakes and data duplication are decreased with HRIS systems.
  • Operations in HR are streamlined, effective, and productive as a result.
  • More significantly, HR professionals may collect and manage precise data to develop reports thanks to the real-time information that an HRIS offers.

Features of HRIS

An HRIS also has self-service options that make other HR tasks easier. Self-service in leave schedules can speed up the process from demand to approval, with the technology accurately controlling the workflow.

  • Employees can also self-request leaves of absence using self-service capabilities, leaving supervisors to just approve or deny requests.
  • Full salary, participation, acquisition, retraining, and assessment modules are also included in a modern HRIS.
  • Because an HRIS program is made to make your work easier and more productive, it is crucial for the HR department.
  • Each HR department needs an HRIS as its primary piece of software. Why do you continue to perform manual tasks when technology may significantly improve them.

How can HRIS help a company?

By automating routine chores like managing employee onboarding, benefits enrollment, and tax forms, an HRIS solution can simplify your everyday responsibilities and free up time for you to manage your team and their initiatives.

Higher Productivity

The main goal of any HRIS platform is to streamline and simplify the work of your HR executives.

The correct tools may streamline work for any HR administrator, whether the department has one employee or 50, allowing them to work more quickly and efficiently.

Optimized Data Analysis & Employee Provisioning

Information is easily accessible, shared, and amended because it is kept in a single, central database.

No more juggling many spreadsheets or masses of papers. Additionally, many jobs are automatable, and many HRIS software includes employee self-service.

Improved Compliance

When it comes to federal inspections or when a legal issue develops, HRIS systems simplify HR conformity by having all the necessary documents recorded, structured, and readily available.

Additionally, automated alarms for minimum wage, overtime, and other requirements and deadlines can be set up.

How does HRIS help recruitment?

With HRIS, prospective workers may submit their applications and resumes electronically, saving money on printing costs and facilitating a far more structured hiring process.

HRIS can be configured to allow applications from only qualified candidates, saving managers countless hours of application screening time.

Using an HRIS to hire could draw in more qualified candidates accustomed to using technology.

Depending on the business, completing the online application and completing all necessary steps can help weed out those less qualified.

HRIS recruiting systems also make it simpler for businesses to track how much money is spent on hiring new employees and expenses related to hiring, allowing for more precise budget planning.

Who uses HRIS?

HR professionals typically employ an HRIS to simplify and automate HR operations in their firms.

Since an HRIS uses e-signatures, an online document repository, and the elimination of physical paperwork, HRs can help quickly onboard new hires with it.

Internal Promotions with HRIS

The method for allowing current staff to apply for raises can be improved with HRIS.

Hiring procedures can be very specialized to achieve the best fit by ensuring that employees are conversant with the HRIS used within the firm.

For employees who want to keep their goals secret from coworkers, using internet job tools can also help keep the registration process more personal than traditional applications.

Is ADP an HRIS system

Paychecks, Gantt charts, Hr functions, management consulting, and the administration of taxes and benefits are all combined into one service by ADP, a global provider of cloud-based HRIS and HCM solutions.

Our state-of-the-art technology enables organizations to turn HR from a routine administrative task to a competitive advantage.

The payroll software from ADP syncs painlessly with time and attendance operations and other mortal resource tools.

Thus, you can manage payroll, benefits, hand absences, benefactions to four lakh plans, insurance decorations, and more from a single position.

Pros and Cons of using HRIS

The benefits of HRIS include centralized data sets, integrated payroll and core HR services, and automated workflows.

However, these features might be a security risk if the proper safety precautions aren’t taken.

The cost of HRIS is another possible disadvantage. However, a well-built and deployed solution ought to give a company a favorable return on investment.

Return on investment is a rough indicator of how profitable an investment is.

ROI is determined by deducting the investment’s original cost from its end value, dividing the result by the investment’s expense, and then multiplying the result by a hundred

Employee Records

  • Employers can store and keep track of all training materials, evaluations, and human resources documentation with an HRIS system.
  • A person’s whole file is kept up to date and accessible from when they are hired until they retire.
  • Employees can track which employment or benefit paperwork is missing, and managers can upload evaluation files.
  • This frees the human resources manager’s office from clerical labor and allows him to concentrate on internal employee development and better recruiting.


A security breach is a drawback.

As with any database and computer technology, there is a chance that information will be accessed and used for evil ends by hackers.

Employers receive employees’ financial, tax, and personal data, including emergency contacts. a safeguard


Constructively responding to inquiries regarding fairness and the causes of identity and analysis can encourage an open-door policy where employees have faith in their employer’s objectives.

Employees who believe their issues are being addressed and feel like their remuneration is appropriate at the business are encouraged to connect with managers and HR specialists directly or through HRIS communication tools.

Professionals may use HRIS messaging as a non-obtrusive means of airing their complaints.
In essence, the climate surrounding pay transparency is shifting; therefore, companies may attempt to use this development by taking the lead.

It is only possible to simplify the transition using tools like HRIS to streamline communications about pay.

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