Human Resource Management is not a classical or customary job anymore. With modernization, the need to mechanize the HRoperations grew with leaps and bounds. Now, there are not just individual automatic systems to facilitate functions, the multifarious parts that each system has, also add to the level of advancement and efficiency. For instance, there are notable similarities between an HRMS system, HCM suite, and HRIS software, but the purpose of each has almost hairline differences which makes them unique.

In this blog, we will throw some light on the HRIS (Human Resource Information System) in particular and see if it serves as a blessing or curse on the Human Resource professionals in the business. 

Let us first understand what is HRIS  and what role does it play in a corporate establishment: 

What is HRIS?

Human Resource Information System, as the name suggests, is the point of intersection or the place where human resources and information technology combine. It is the root cause behind HR processes and activities taking place electronically. 

Role of HRIS in an organization

Incorporate organizations, an HRIS is used as an online solution or software to gather, enter, process, classify, modify, record, track and disseminate data/ information for payroll, management and accounting functions. It is specifically integrated to track quantitative employee information such as SSNs and schedules. 

A Boon or Bane?

To decide whether the implementation of HRIS software has proved to be a boon or bane, let’s weigh the advantages and disadvantages of the same: 

Advantages:

• Ease of usage or user accessibility help in making HR tasks 10 times easier
• Positive impact on efficiency and effectiveness leads to workforce and business growth
• Performance and productivity enhancement again make huge positive impact on business numbers
• Simplified and quick data management can take away a large amount of burden from the professionals’ shoulders and make their lives easier
• Upgraded experience and work culture improves user satisfaction and invites a better crowd to the company
• System transparency and reliability avoid chances of information manipulation and fraudulent activities
• Notable reduction in administrative workload directs focus on more important tasks and enhances decision-making capabilities
• HR operations decentralized through HRIS maintain the availability of data with the employees at every level, thereby eliminating the need to recall tasks, again and again, saving a lot of time
• The cost-effective yet high-quality output helps to stay in a budget without sacrificing the standard of work

Disadvantages:

• The integration of HRIS can create a high requirement of subject matter experts or technical specialists with knowledge specific to the technology and functional area
• Despite the advancement of technology, a lack of proper exploration or exploitation of the software can be faced due to rigidity or inflexibility of mindsets
• Ultimately, the HRIS software is man-driven so there is always a scope of data entry error due to high possibilities of human glitches made by programmers and end-users
• The dearth of inter-departmental man-to-man interaction since everything is automated which can create miscommunication and misunderstandings
• The excessive interference of technology and mechanization can act as a threat to the HR professionals themselves as it can also replace manpower, thereby reducing the need for hiring more employees
• The biggest challenge is security because of the free accessibility, anyone can get into the system and make changes which lead to an increase in intrusion, hacking, corruption and data losses

Looking at the number and intensity of advantages versus disadvantages, the comparison leads to the conclusion that it is wiser to look at the brighter side of the picture. No matter how many bumps in the road are to be faced, the efficiency of automated systems driven by humans can deal with any challenges. In the end, it is about taking a step forward and trying out new practices to keep abreast of modern world advancement. Thus, the bottom line is that implementing an HRIS software in the organization is a blessing in disguise.