HRIS will consolidate all human resources into a single system for ease of management.
HRIS presentation
Features of Human Resource Management
Key areas related to human resources management:
* Payroll.
* Administrative staff.
* remuneration management.
* time and activity management.
* skills and training management.
* recruitment.
As for accounting management, there are 2 main types of human resource management: internal (with software) external (by provider).
Choose an HRIS software
Nowadays, many HRIS softwares, from simple to more powerful, give the possibility to save time and effectiveness in the implementation of the human resources strategy.
However, it is wise to find the right software, tailored to the needs and expectations of the company, the latter is an SME or a large group.
To do this, it is essential to:
* identify and define the needs of HRIS interlocutors;
* involve different actors: HRIS but also accounting, finance, IT;
* define the technology to set up: global or an adaptable and customizable solution;
* determine the overall cost: the purchase must be transformed into investment and not expenditure;
* evolve the HRIS: choose a scalable HRIS that will adapt to future expectations, it reduces costs.
HRIS: SaaS or cloud applied to HR
There are still a few years, the HRIS was based primarily on a soutil of type ERP (enterprise resource planning). The person who was in charge of human resources had a computer application in single or implanted on the servers of the company.
Today, more and more HR professionals rely on SaaS (software as a service):
* This is a set of services offered by an online provider, and paid to use. The tools no longer lie in the servers of the company, but "in the clouds": this is the principle of cloud computing.
* These services are accessible via a simple internet connection: no computer installation is necessary.
IT solutions with the SaaS mode enable:
* An application updated regularly to save time and reliability: it is paramount at the pay given that changes related to labor law are constant.
* An affordable internet access anywhere: an internet connection is enough to access the application. It is no longer necessary to be on a specific computer or be connected to the corporate network, allowing any employee on any site to exchange information.
* Saved data outside the company: daily backup externally that is effective and reliable in terms of data security. Very useful for the preservation of accounting records or payroll.
In all cases, and depending on the chosen option, it is essential to find the appropriate provider that will meet the specific needs of the company.
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