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HRM Information System Consulting

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HRM Information System Consulting

Human resource management (HRM or HR) is defined as the management of human resources by maximizing employee performance in a corporate set up. The HR Department of any small, medium or large organization is mandated to manage people within organizations, focus on policies and systems. Main functions of HR departments are to oversee employee-benefits design, employee recruitment, training and development and performance appraisal and rewards. The other functions of HR are organizational change and industrial relations, including the balancing of organizations’ labor policies with the rules and guidelines of labor and other governmental laws. An HR employee is required to have a sound understanding and practical knowledge of recruiting, training, employee-relations and employee benefits. 

HRMIS (Human Resource Management Information System)

A HRMIS (Human Resource Management Information System) can be defined as a network of systems and processes of Human Resource Management Department which act as an interface between HR functions and information technology through HR software. A HRMIS enables the automation of repetitive and time consuming tasks associated with HR Department and helps the HR executives to focus on more important HR issues, such as Organization culture, employee training & retention and other high impact tasks.

Functions of HRMIS 

The job description of an HR manager involves tracking employee attendance, skills, abilities, salaries and accomplishments. An HRMIS system can be employed to perform the above tasks by allowing employees to update their own personal information so that the responsibility of gathering information of employees can be distributed among various systems and processes. 
A HRMIS consists of numerous modules and subsystems. Each module performs a distinct HR function within the HRMIS that helps with information gathering or tracking. HRMIS modules can assist with:

  • Payroll Management
  • Recruitment and on boarding
  • Collection, storage and access of employee information
  • Keeping attendance records and tracking absenteeism
  • Performance evaluation
  • Appraisal/Employee Benefits administration
  • Training & Learning management
  • Employee Log-in
  • Employee task scheduling
  • Detailed Analytics and informed decision making
  • Levels of HRM Information Systems Integration

There are Three Tiers of HRM Implementation in a Corporate

Operational HRMIS: Operational HRMIS is the least integrated with a company and performs the routine administrative functions such as employee attendance and payroll management and maintaining personal data of the employees.
Relational HRMIS: Relational HRMIS is implemented to support normal business processes by performing HR functions, such as employee training, recruitment, performance management and appraisals and termination.
Transformational: Transformational HRMIS is a fully integrated Information System for strategic HR functions such as employee retention programs, work/life balancing programs, succession planning, and health, safety and security programs for the employees.

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Author
Vinay Singh
Vinay Thakur is Managing Partner in Corpseed. He focused on payments, digital transformation, and financial technology for over 15 years and holds strong expertise on fintech startups, banking innovation, and investors with a keen understanding of the trends and activities of startups, banks, and investors in the space.