HRIS is no more a paper-based/ static repository… It’s becoming a “Dynamic Business Driver” in the Workplace!

Human capital management; a complex function with a broad scope of tasks. HRIS implemented by organizations help processing the functions during individuals’ employment life cycle within a company. Role or duty of Human Resource Management is to ensure correct mechanisms and processes are in place to manage the people aspect of the business. Further HR professionals need to consider aligning this people aspect with the business objectives. With this broad view of HR in mind, we define the functions of human resource management in the Microimage HCM suite (see Figure 1).

Figure 1- Microimage HCM

MicroimageHCM

As depicted in our HCM suite, human capital management is responsible for all of the functions and strategies that support the management of people in the organization. Accordingly, HR should manage the human resource of the organization which will ultimately support the achievement of business strategies. Thus, HR now has evolved to its next stage where it needs to play a strategic role in addition to its administrative/ documentation functions which are clearly mission-critical. HR must address the organizational people challenges that enable the organization to grow, adapt to market changes and perform better.

It’s important to have a suitable HRIS established in a company, which will answer the increasing challenges that HR leaders are facing today. Companies need to pay significant attention to areas such as measuring employee performance, aligning individual goals with company goals, delivering workforce analytics and creating a culture where learning and development will be a key practice for any employee. Ideally, the HRIS developed with recent technological advances should assist companies win these challenges. HRIS has grown from manual employee record-keeping to more dynamic employee profiles that cover the life cycle of the employee within an organization. Today HCM Software vendors have even capitalized on the cloud to develop cloud-based HRIS to help companies address the challenges in day to day HR functions. With this evolution, the role of HR in organizations has also changed from an operational department to a more strategic side in managing/ retaining talent across the organization. The convergence of the technological advances and changing HR requirements of companies has created a strategic HR department in most companies. Hence “HR” is becoming a truly business-driven process with a broader focus on the business and its success.

The Microimage HCM suite in Figure 1 represents the key functions of HR in response to this evolution we discussed. It supports the strategic requirements of a business-driven organization, while considering all of the internal/ external stakeholders that the HR function has to address. Visit www.mihcm.com to discover how our HCM System is designed to change the role of HR from a static/ paper based & operational exercise to a dynamic business driver through the integration of recent technological advances and rigorous research on emerging HR trends.

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HRIS is no more a paper-based/ static repository… It’s becoming a “Dynamic Business Driver” in the Workplace!