Future in HRIS

Presented by Group 2:
• Rushad Captain Roll No. 123
• Shweta Jadhav Roll No. 127
• Pooja Soman Roll No. 133
• Simran Kaur Sandhu Roll No. 132
Table of Content

 Introduction
 Benefits of HRIS
 Features of HRIS
 Future of HRIS
Introduction

 Software solution, maintains, manages, and processes employee

information.
 HR related policies and procedures.
 Interactive system of information management.
 HRIS standardizes human resources (HR) tasks and processes while
facilitating accurate record keeping and reporting.
Benefits of HRIS

 Make data-driven decisions - predictive analytics, including forecasting and

modeling, help HR professionals make more informed decisions.
  Enhance user experiences - HRIS with user-friendly interfaces and mobile apps
may make it easier to complete job applications, enroll in benefits and perform
other HR tasks.
 Reduce time-intensive labour - automation, analytics and artificial intelligence –
may help cut the labor costs associated with payroll, time and attendance, and
other manual administrative work.
 Accommodate business growth - Cloud-based technology is often capable of
handling increasing numbers of employees, transactions and data volume, as
well as expansions to new locations.
 Maintain compliance - Some HRIS providers have monitoring capabilities to stay
current with changing regulations and data security measures to help prevent
incidents.
Features of HRIS

 Recruitment and onboarding - helps recruiters scan resumes, perform

preliminary candidate screenings and conduct background checks.
 Payroll - automatically deduct taxes and benefits from employee wages, which
saves time and helps reduce the risk of error. Some systems also offer flexible pay
options.
 Time, attendance and scheduling - Time tracking in an HRIS often supports many
types of workers and communicates directly with payroll to help improve
accuracy.
 Benefits administration - HRIS typically has broad capabilities to manage
employer-offered benefits, such as health insurance and retirement savings
plans, as well as voluntary benefits.
Features of HRIS

 Compliance - HRIS have the ability to stay current with changes in tax laws and
employment regulations as they occur.
 Reports and analytics - A centralized data set for all HR metrics is sometimes
available with HRIS. More sophisticated providers make data accessible on-
demand and proactively push reports, alerts or actions to stakeholders.
 Integrations - HRIS may integrate payroll, benefits and time tracking into a
unified system. Some can also sync with other enterprise systems or allow end
users to create custom integrations.
Future of HRIS

 58% of companies now use human resources information systems.

  Development of modern technology has sped up in the past two years due to
Covid-19.
 44% of HR departments are now using this technology.  
 Future of HRIS Contd.
 Software as a Service Explosion - HRIS software-as-a-service or on-premise HR
system is quickly becoming the norm. With the widespread adoption and
acceptance of this type of system, it is becoming ever easier to access HR
information from anywhere. SaaS use is expected to double throughout the next
two years, which may have an impact on the way that workplaces and
employees function together in many ways.
 Establishment of Comprehensive Performance Management - advent of HRIS
features like performance management, the way that performance is tracked,
rated, and communicated has begun to change slowly. Many workplaces have
been slow to adopt new performance management programs, as the same old
paper-and-pen, once a year performance review systems have been used in
many places for decades. As HR systems become more automated and
connected, however, it won’t make sense to leave this important piece of the
puzzle in the dark ages.
Future of HRIS Contd.
 Greater Focus on Employees - companies have begun to pay more attention to
employee contentment and wellness. While it has always been morally
advantageous to take good care of the employees that work for the company,
many employers are beginning to realize that it makes good business sense, too.
Employees that are healthy and happy generally do better work and stay with
the company longer.
 Optimized Analytics and Data Use - analytics are still in the fledgling phase of
life. While analytics may be used to spot trends in HR. As integration improves
and systems become capable of combining and accessing all workplace
information from a single database, the data may be used to optimize many
processes and truly identify the reasons behind more workplace problems and
advantages. With better transparency, employee satisfaction works towards
better performance the HR gets free time to strategies your HR by having HRIS
on your place
Thank you