No matter the circumstances or factors involved in making such an important purchase decision. However, one thing is certain - this decision shouldn't be made hastily and requires thoughtful deliberation before being finalized.

Human Resources Information Systems or "HRISs" are software systems designed to assist HR departments of companies manage, organize and streamline the efficiency of their tasks more efficiently. Not only do HRISs help HR manage tasks more effectively; they can also automate payroll accounting management processes as well as handling other administrative duties more easily. As with any decision that requires thoughtful consideration and careful deliberation such as choosing one HRIS over another is something which must not be undertaken lightly either.

If you are reading this, chances are you have some understanding of what an HRIS does. HRIS platforms allow teams to effectively plan, centralize and control a variety of processes integral to decision-making processes within their teams; furthermore a good HRIS results in a superior employee experience which in turn fosters employee retention and loyalty to an organization.

With all the advantages HRIS solutions provides, it is crucial that you consult an HRIS guide to understand exactly which features should be present in a software product. Read on...........

What is an HRIS?

An HRIS provides a simple centralized platform which stores, tracks and manages data related to human resource operations within that organization.

From employee onboarding to attendance, including employee demographics, time off balances, hours clocked in, medical benefits, policies and schemes - it all can be managed from one platform and save significant time and effort.

HRISs are indispensable tools for human resource professionals looking to streamline their workflow and manage staff more effectively. An additional perk of having one centralized HRIS is being able to access HR data at any time from anywhere with permissions.

HRISs are designed to automated HR processes and streamline employee information management while adhering to applicable laws on centralize employee data privacy - this makes them a comprehensive HR management solution.

Why is an HRIS Important for Organizations? 

Before you consider how to select an HRIS for your organization, let's first explore why such solutions are essential. Spreadsheets may seem great; but manual data entry and calculations often lead to errors and confusion that an HRIS helps alleviate. Spreadsheets do not replace human HR management when managing employees - instead they make manual HR management obsolete!

HRISs make the process of extracting employee information much quicker than before; data can easily be accessed, and reports generated effortlessly. 

What are the 5 Types of HRIS Systems? 

Each HR Information and Resource System (HRIS) offers benefits including automation, self-service capabilities, unified platforms and central databases to help HR professionals optimize the performance of their functions. Furthermore, each type has its own set of features which make them distinct. This guide gives an overview of these five HRISs and who would most benefit from each type of system.

1. Operational HRIS 

The Operational cloud-based HRIS system collects and reports HR data such as employee records, position details and performance appraisal information collected for HR managers to perform performance management, promotions, hiring or personnel changes tasks effectively.

Operational HRISs provide organizations with standard HR functions. If your HR department spends too much time performing repetitive people management tasks or searching for employee data in disorganized files and spreadsheets, an Operational HRIS may be just the solution to their woes.

2. Tactical HRIS

A Tactical HRIS is designed to provide data that will assist in making decisions about allocating resources, including recruitment, training, compensation and others. This solution can help make large scale decisions such as job analysis, resource allocation and personnel development.

Tactical HRIS systems are ideal for organisations that require assistance making macro-level decisions about resource usage rather than day-to-day administrative duties.

3. Strategic HRIS 

The role of Strategic Human Resource Information Systems (HRIS) is to aid an organisation in developing and expanding strategically by providing functions like goal setting and workforce planning. HRIS systems also can assist organizations by increasing awareness of available labour resources as well as proper workforce planning through market data management and managing operating budgets.

If your company's growth relies on data-driven decisions, then a strategic HRIS may be an ideal way to help facilitate that expansion or growth.

4. Comprehensive HRIS

A comprehensive HRIS is the culmination of all previous systems and encompasses operational, tactical, and strategic HR matters. This platform allows easy management of various HR-related tasks including reviewing employee records for compliance; organizing employee relations documents into databases or systems, etc