Human resources information systems have evolved since the 1980s from relatively simple computer applications to virtual vaults of sophisticated human resources information and processes. HRMS/HRIS is an organised practice of collecting, storing, maintaining, retrieving and validating data needed by organizations. Such as applicant tracking, performance management, attendance, compensation and benefits management, work force analyses, and scheduling. Many employers are utilizing their HMRS/HRIS to supplement the human resources department staff by enabling employees to find answers to common questions they would have asked a human resources representative. An employee self-service component can be used in a small business setting because it can be configured to accommodate work places with a dozen employees to companies with 10,000 employees.
The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records...
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