How HRIS benefits Remote workers
The possibility of working from a distance has always been an attractive concept and the number of employees working from a distance has increased rapidly in recent years. Between 2005 and 2012, "telework" has increased by about 80%. By 2016, it is expected that around 3.9 million workers will be working from a distance. Along the way, HRIS can help many companies manage their remote workers more effectively.
Your HR department is an important part of your business. Although some people make the mistake of thinking that the human resources department only deals with salaries, hiring and firing, this department is actually the backbone of a company. It can be involved in everything from talent acquisition to goal setting for the company, attendance tracking, payroll, and so on.
At the end of the day, if your human resources department is overwhelmed or doesn't have the resources to do its job, your entire organization suffers. That's why it's important not only to staff your human resources department with the right people, but also to provide it with the tools it needs to be efficient and productive.
The term "Human Resource Management" has been used a lot in recent decades, but few people know exactly what it means. So what exactly is personnel management? In its broadest sense, personnel management is anything that helps to align a company's employees with the organization's goals. It also gives them the structure they need to achieve this quickly and efficiently.
HRM can refer to employees that a company has not yet recruited. It also applies to a company's employees at every stage of their life cycle, from entry to retirement. It can even cover former employees in the form of severance pay, salary and benefit maintenance and crisis management.
HRIS stands for Human Resource Information Systems and refers to software solutions that are useful for managing employees and the processes used to keep them engaged and productive. They can be valuable resources for your human resources department, helping to manage costs, streamline processes and provide flexible solutions to improve employee performance. Are you considering deploying an HRIS in your HR department? Here are the different types.
HRIS solutions have a wide range of functions. They can benefit the HR team by helping them recruit and track candidates, manage benefits and train employees. They can also create human resources reports that can be used during assessment interviews and serve as a resource when it's time to consider a promotion or salary increase. They also offer benefits to your employees in the form of self-service options such as biometric time tracking, remote schedule management and simple communication tools.
HRIS systems generally fall into two categories: HCM solutions and HRMS solutions. Here are the differences between the two.
HCM stands for Human Capital Management. Systems that fall into this category generally aim to recruit and retain your employees throughout their entire life cycle. They can include tools for recruitment and induction, salary planning, budgeting, goal setting and performance evaluation. These tools help the business owner and the HR team lead their team to success.
Analytics is also an integral part of supply chain management solutions and can help track employees' red flags and predict their growth potential. HCM solutions tend to be more detailed than HRMS solutions and are often used in an executive-type employee environment.
HRMS or HR management systems may contain some of the same elements as HCM solutions, but they also have many tools to help employees. These typically include an efficient and flexible way for employees to check in and out, manage their schedules and communicate easily with the team, even when working remotely.
On the HR side, solutions can usually be integrated with payroll and integration processes to facilitate the tasks of your HR team. They can also reduce the number of errors and oversights that can be made with a manual process.
Choosing the right solution is the ultimate key to the satisfaction that you and your HR team will experience with an HRIS. Once you have identified your needs and expectations for your system, you can choose a system that offers the right benefits for your situation. Here are some of the benefits you may want to consider:
If you are focused on recruiting and retaining talent, you are looking for an HCM solution that stores candidate details, provides easy access to performance reviews and ratings, and helps your HR team find ways to keep your team members engaged and productive.
Is your HR team overwhelmed with payroll, scheduling and personnel issues? Look for an HRMS solution that takes some of these tasks away from them or at least simplifies them so they don't take up as much time. A good HRMS solution can be integrated with other processes to eliminate redundant tasks and also serves as a backup to detect errors that would otherwise have to be corrected manually.
Would deploying tools that allow your employees to work remotely, manage their schedule from their smartphone and easily work on a project with others make a difference to your productivity? If so, consider a human resources management system that provides employees with self-service tools such as schedulers, document management, biometric time tracking and absence management. Not only do they increase employee productivity, they can also be valuable recruitment tools. As the millennium changeover represents an ever-increasing proportion of our workforce, employers need to put in place tools that give them the flexibility they need.
Knowing the difference between HRIS systems and their functions is an important step in choosing the human resources management tool that best suits your company's needs. Be sure to consider the benefits you want the system to provide and whether you want to address your human resources team or your employees, or both. Once you have determined which system has the greatest impact on your team, you can make an informed decision that will take you to the next level of success.
When HRIS time and attendance management systems are installed that support self-service, the way employees "plug in" from outside can be dramatically improved and managers can save a lot of time by trying to track down employees and determine their hours. Setting up a system lets employers know exactly when employees are working and can help companies manage overtime and ensure compliance with labor laws.
Studies show that employees who are allowed to work from home feel stronger. The ability to access payroll data, apply for leave and make changes to personal information from home can help employees feel more autonomous and involved. The ability for remote employees to view and change their own information can also save HR managers' valuable time while minimizing errors.
Some HRIS systems may allow configurations that allow remote workers to provide immediate feedback. Since managers are not able to see employees in remote locations and measure stress or satisfaction on a daily basis, it is important to have a system that allows employees and managers to communicate about working conditions, projects and concerns.
HRIS can facilitate remote auditing of employees more frequently than once a year, which can be useful because of the limited personal interaction between employees and remote managers. Unlike conducting meetings in the office, conducting meetings remotely should not be a major disruption of the day, and both parties need not be present at the same time. Once the review is completed, it can also be easily and securely stored in the HRIS along with other employee information using document management software.
With the leave management features of an HRIS, managers can see when and why employees are on leave. If this information is organized and can be accessed by those who need to know, such as employees working virtually with the remote employee from the office or elsewhere, it can help alleviate concerns about employee "weakness". It can also help managers arrange appointments and recognize productivity.
By using an HRIS to manage employees in remote locations, companies can save on labor costs in the same way that an HRIS saves companies money when employees work in an office by eliminating the many hours that HR professionals would spend manually performing functions. However, when HRIS is configured to manage employees remotely, organizations can easily increase the number of remote employees. As a result, companies can save on utilities, workplace insurance, office space and many other costs associated with having employees in a physical office to work.
IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Training, and Development, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.