SELECTION AND BENEFITS OF HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

Abstract [English]

Human Resources Information System (HRIS) is essential for companies to manage their benefits plans and their employee information. Companies must use the Human Resources Information System (HRIS) to handle their employee data and benefit schemes. Benefits management technology is becoming a "need to have," not a "nice to have," as HR must handle a deluge of data and the cost of benefits plans while working with constrained resources [6]. The recruitment, evaluation, development, retention, and use of human resources to meet organizational and personal goals is known as human resources management, or HRM. The integration of Information Systems (IS) with Human Resources Management (HRM) is known as HRIS. HRISs provide HR professionals with the technological tools they need to carry out HR tasks more methodically and effectively. It is the system that gathers, stores, manipulates, examines, retrieves, and disseminates relevant data about the human resources of an organization [7]. Over the past 20 years, there has been an exponential increase in the number of computer-based information systems in both public and private sector businesses. A new sector of the computer products and services business has emerged to supply the tools required to build computer-based information systems. Even though a sizable workforce is engaged in the design and operation of information systems, a much larger number of people use or are "consumers" of information systems [1]. There are some cutting-edge technology solutions that are available for HR departments, right from quantitative representation of employee data to the current trend of building behavior models that can be used as predictive tools. “Commercial applications are available in the markets that help capture information and build models [8]. In this article researcher has explained the numerous benefits of HRIS and outline key features to look for when choosing such a system.