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Keep tabs on news provided by HRIS companies

It may be difficult to sort through all the information online about HRIS systems, but you should try your best to stay informed about any changes in the industry. Since technology can change rather quickly, it's vital to stay on top of any changes, especially if your competition keeps current. Check out industry leaders for daily updates if possible.

I recommend: HRMS Solutions works with more than 250 companies to provide human resource-related software solutions. Read through its news page to find out about changes to its software. Spectrum Human Resource Systems is an HRIS specialist. Pay attention to news articles featured on its site.

Read publications based on users of HR information systems

Human resource-based publications are an ideal source of information for HRIS software changes. Take responsibility and familiarize yourself with changes to any sort of human resource information systems software. Pick a few of the best, and secure subscriptions. Also check to see if these sites offer e-newsletters to receive the news even faster.

I recommend: HRO Today, from Crossing Media, is a monthly magazine for outsourcing professionals, providers and the advisory community. Follow along through its articles featuring human resource information systems. The Society for Human Resource Management (SHRM) publishes a magazine called HR Magazine. Since SHRM is the world's largest professional human resource association, the magazine contains a wealth of information.

Check out blogs featuring news on HRIS system changes

Seek out blogs written by industry leaders regarding human resources information systems. Sometimes these blogs feature RSS feeds, in which you can subscribe to receive updates directly in your e-mail box.

I recommend: Updated frequently, the Breaking Human Resource News blog can provide up-to-date information regarding changes in human resources, including a company's human resource information system. Achievant publishes an HRIS Software Services blog, where you can read postings, subscribe to its RSS feed or even sign up for its quarterly newsletter.

Helpful advice for making the most of this Guide

• •  Check out online columns posted by HR-industry leaders. This can be a valuable resource, as these columnists give an unbiased opinion regarding human resource information systems software.

Guide to HRIS - Human Resource Information Systems

Take advantage of the best human resource information systems for your small business

By LaRita Heet, Freelance Writer, Journalist, IBT Designer, LMH Communications

1. HRIS systems can handle a variety of tasks, including organizing your employees’ employment information, qualifications, benefits, payroll records and more.
2. Human resource management systems (HRMS systems) can reduce paperwork, integrate with payroll and benefits systems and help you with legal compliance issues.
3. Human resource information systems can save your company money through decreased HR expenses and employee turnover and increased employee satisfaction.

Action Steps
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Find a fully integrated HRIS system

Look for a human resource information system that works along with your HR department (if you have one) to minimize paperwork and streamline your human resource management systems.

I recommend: Spectrum's award-winning HRMS system, iVantage, is a fully integrated, Web-based HRIS system that handles data, analytical and reporting needs from application to retirement.

Use HRMS systems to empower employees

Human resource management systems allow employees to update their personal information, such as addresses, phone numbers, and emergency contacts. Using HRMS systems, employees can also make changes to their benefits plan. This means less administrative work for you or your HR department to handle.

I recommend: CheckPoint HR offers an HRMS system that integrates payroll, benefits and other HR administration; this human resource management system is designed for employee and manager self-service management 24/7 from any Internet-enabled computer.

Choose a human resource information system with reporting capabilities

Human resource management systems that offer a variety of reporting capabilities can help you streamline your employee information by job type, pay scale, benefits and many other categories.

I recommend: Sage Abra HRMS is a flexible, mid-sized business HRMS system with your choice of data platforms; it comes with hundreds of standard reports and customizable templates. TriNet's Employer and Employee HRIS services include: benefits administration, assistance running an accurate, timely payroll, COBRA and HIPAA administration, Flexible Spending Account (FSA) and 401k benefit services, EEO reporting and more.

Get proper training for your HRMS systems

Changing over to HRIS systems from your old HR practices may take some time and definitely requires some training. Make sure any HRIS system you are considering includes training in the price.

I recommend: The Dovetail Group offers web-based and consultant-led training sessions to help you become proficient in its HRIS software.

Helpful advice for making the most of this Guide

• •  Contracting with an HRIS system vendor is an invaluable (and less expensive) way to manage your employee information.
• •  Find a flexible human resource management system that will allow you to add services as your business grows.
• •  Find HRMS systems that offer reports, management and other features to fit your company and HR issues.
• •  Human resource management systems can help a company organize and manage employee hiring, training, regulatory guidance, disciplinary histories and more.

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Buy HR information systems straight from vendors

Outfitting your company with the latest and greatest human resource information systems software can make everyone's use of time more efficient. With the ability to download and transfer files into more reader-friendly charts and graphs, these systems are invaluable to a human resource department.

I recommend: People-Trak offers human resources management systems for all types of businesses. NuView Systems offers its NuViewHR program, which addresses all types of human resource-related aspects, such as recruiting, training, compensation and payroll. Check out its HRIS application called NuVIEWHR, which has won numerous accolades.

Purchase HRMS software packages for your company

Using an HRMS, you can do everything you can with HRIS software: organize payroll and benefits systems, establish and manage training systems or track performance reviews. The only difference is that HRMS software can be more thorough than HRIS programs.

I recommend: Akken is what's called a software-as-a-service company, where the HR software is hosted on a separate server. There's no need to install the program on your company's server, eliminating the need to check for updates and ask for support. In business for more than 30 years, PDS streamlines its Vista HRMS software to companies in need of better human resource organization.

Obtain training to stay up-to-date on changes to human resources information systems

Staying on top of any changes to the software is vital to keeping ahead of your competition. It can also help run your HR department smoothly, as the training can eliminate bumps along the way. Check these sites for any recent training additions; staying up-to-date on any software changes can be a time saver.

I recommend: Oracle, which owns one of the largest HRIS systems in PeopleSoft, offers a program called Oracle University. Become certified through its program or brush up on software updates. Automatic Data Processing (ADP) is another industry leader, so check out its training overview for ADP products and services.

Helpful advice for making the most of this Guide

• •  Make sure your HRMS or HRIS system is compatible with your current software. This can cut costs in the long-term, as many applications within the HR information systems can be uploaded to other software programs to be more reader-friendly.

Action Steps
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Personnel management

Personnel management, also referred to as personnel administration, has been replaced by the term human resources management and refers to all the processes associated with managing employees. It includes everything from recruiting them to terminating them. Many of these processes have been automated in an HRIS.

I recommend: wiseGEEK has a concise definition.

Compensation management

Compensation management is another function of managing employees and is the art and science of making sure employees are paid fairly. It is one of the most important aspects of an HRIS.

I recommend: For a really good definition and overview of all the elements of compensation you will find one at Payroll.Naukrihub.com.

Performance management

Performance management incorporates all the tasks and processes associated with making sure employees do their job. The goal is to ensure that employees know what they are supposed to do every day to help the organization achieve its goals. An HRIS can automate many of the processes and forms associated with this process.

I recommend: There is a great discussion of all the elements included with this HR function that you can find at Free Management Library.

Benefits administration

Benefits administration refers to the management of benefits or non-wage compensations provided to employees by organizations. These usually include group health insurance, retirement plans, disability insurance, sick leave, vacation, tuition reimbursement and profit sharing. An HRIS can also include a module for benefits administration if required.

I recommend: For a simple definition you can find one at InvestorWords.com. If you want to really do some research on this topic go to BenefitsLink.

Time and attendance

Time and attendance systems are used by organizations to collect information on how much time employees spend on the job. This can be a highly automated function within an HRIS.

I recommend: You will find a simple definition at BNET. If you want to compare features, benefits and pricing of various time and attendance software go to BuyerZone.com.

COBRA

The Consolidated Omnibus Budget Reconciliation Act is a law that was passed by Congress in 1985 that mandates that all employers maintain an insurance program that gives employees the right to continue health insurance after they leave a company. Due to all the rules and regulations associated with COBRA, they can be built in to an HRIS.

I recommend: The U.S. Department of Labor has more information including an extensive list of sub topics.