Introduction
Human resource information system (HRIS) brings the fields of information technology and the human resources together by the use of HR software. This way, HR processes and activities can happen electronically (Lippert & Michael, 2005). These activities are managed electronically by the HRIS products, and they include payroll, management, accounting, and other activities related to human resources. The guided application of HRIS makes it possible for a company to keep information concerning the workers in an accessible and organized manner (Lippert & Michael, 2005). It is, therefore, necessary for an organization to have the best technology for the HRI systems. Compensation management systems, employment systems and services, and time and attendance systems are some of the products of HRIS. These three are central in the management of workers and should be effective to enhance smooth running of the business (IHRIM publications, 2016). The paper analyzes these three HRIS products and why they are very important in any organization.
Compensation Management Systems
Compensation management is not only the simple act of paying workers for their work but also includes other roles such as employee satisfaction, retaining workers, and obtaining the top talents. Compensation management can affect normal operations of the organization since the workers depend on the payment for their lives (Jahan, 2014). Therefore, the best way to manage compensation should be sought.
COMPOSE is a technology that is developed by a software developer company called Ducosoft. It is software that assists in the management of compensation and benefits (Galloway, 2016). Through this software, processes relating to compensation are made efficient. Additionally, the possibility of risks occurring is minimized, meaning that the whole compensation process is much secure. The software also provides ‘what if’ models that help those using them to make decisions that are more informed (Galloway, 2016). Overall, the company gains a competitive advantage over its competitors, and this would increase its productivity. This software has many benefits to the organization. It handles complexity, lessens the cost of ownership and ensures that quality services are provided. The software can also be easily integrated into the manual systems and other HRIS software (Galloway, 2016). With all these benefits, COMPOSE happens to be one of the best software for compensation management. One of the downfalls of this software is the price which is relatively higher compared to other compensation management software. Small scale enterprises may, therefore, be unable to purchase and use the software. This technology, however, remains among the best (Galloway, 2016). It can be used by most organizations because of its ability to correctly integrate other management systems and its ability to handle complex data.
Employment Systems and Services
Employment systems and services deal with employment-related activities such as electronic recruitment of workers, as well as tracking of applications. These systems are very important in an organization as they determine the type of workers that the organization obtains. Using the best HRIS technology is, therefore, an important undertaking by a company (Bunte, 2016). PeopleStrategy is a company that develops technology that is used to manage employment-related activities. Among their technologies is the eHCM Talent Acquisition software. This one helps the organization to locate, consider, and hire new workers (PeopleStrategy, 2006). The technology offers the option to distribute or centralize the hiring role and assigns you full control over work applications, resume screening, job postings, applicant tracking, pre-qualifying resumes, hiring and interviewing (PeopleStrategy, 2006). In addition to that, this technology helps to attract the best talents in the market, by the use of an organized career center which is easy to use by both the administrators and applicants. Also, the technology allows the applicants, recruiters, and hiring managers to effectively communicate with one another, thereby making the process less complex (Bunte, 2016). This system increases return on investment of the new hires by making them productive as early as possible. A downfall for this software is that it cannot perform the whole process of recruitment, and will need people to do some part of the process. Nevertheless, the technology is a useful HRIS tool, especially with organizations that employ large volumes of people (Bunte, 2016).
Time and Attendance Systems
Time is an important element in any organization and should be properly managed. Time and attendance technological systems help to manage different time-based entries in an organization. Telliris mobile is one of such technologies that assist in time and attendance management (Mobile Enable, 2017). It allows absence management, time entry, employee messaging, and also scheduling. Employees are empowered in such a way that they can record when they arrive at work, when they are absent, when they leave early and even communicate their reasons for some issues (Mobile Enable, 2017). Through this technology, time-related data is collected on time, and the usual manual processing of the data is not necessary (Mobile Enable, 2017). Overtime and absence become easy to manage by the use of this technology. It is easy to use and does not necessarily require a smart phone. It is available in different forms and languages which increase its accessibility. The main disadvantage is that the workers have freedom of use and there is the possibility of false information being given. However, Telliris Attend remains a technology that can be used to manage time and attendance in all organizations (Mobile Enable, 2017).
Conclusion
Technological management systems have proved useful in the human resource management. This has made most organizations to have human resource information systems that assist in the management of employees and their activities (Jahan, 2014). Different companies have developed different HRIS products that can be used for various purposes. Examples of such are the technologies discussed above.
References
Bunte, M. P. (2016, March 25). PeopleStrategy eHCM review. Retrieved January 30, 2017, from https://www.betterbuys.com/hrms/reviews/peoplestrategy/
Galloway, J. (2016, March 22). COMPOSE compensation management. Applications. Retrieved from http://www.decusoft.com/applications/compose/
IHRIM publications. (2016). Retrieved January 30, 2017, from http://www.ihrim.org/publications
Jahan, S. S. (2014). Human Resources Information System (HRIS): A Theoretical Perspective. Journal of Human Resource and Sustainability Studies, 2014.
Lippert, S. K., & Michael Swiercz, P. (2005). Human resource information systems (HRIS) and technology trust. Journal of information science, 31(5), 340-353.
Mobile Enable Your Workforce. (2017). Retrieved January 30, 2017, from http://www.telliris.com/
PeopleStrategy eHCM. (2009). Retrieved January 30, 2017, from http://www.peoplestrategy.com/ehcm-solution/
