An HRIS’s powerful, all-inclusive technology for solving personnel management needs allows businesses to save resources by not having to buy multiple software titles.
This also frees up human resource professionals by reducing time spent balancing multiple data sources, such as a separate system for payroll and another software title for retirement benefits.
And while there are many tools available to manage personnel records, only a true HRIS will offer the complexity and sheer horsepower needed to juggle the full array of HR tasks analytically.
At its core, a proper HRIS contender includes the following features:
- Payroll and compensation analysis
- Benefits administration, including direct integrations with insurance providers
- Retirement planning, often via 401(k) accounts
- Recruiting features like job applicant screening and onboarding checklists
- Training recordkeeping
- Career planning, org chart creation, and employee performance management
Consider that this non-exhaustive list showcases features that are often placed on autopilot using this caliber of software. Also, this vast array of data can be crunched and translated into actionable charts and reports. Both perks save time and payroll costs by freeing up HR professionals to focus on higher-value tasks.
Overall, we recommend viewing advanced HR software as a long-term investment since it can be costly to migrate to new tools. Many developers, such as ADP and Microsoft, offer expandable subscription packages tailored to small businesses, so an HRIS is worth considering even if your operations are still evolving.