What Is HRIS?

Explore the advantages of HRIS platforms and what types you should consider implementing in your tool stack.

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What are the advantages of an HRIS?

The primary advantage of an HRIS is that it helps organizations save resources (like time and money) by centralizing HR data and automating routine processes. A robust HRIS also provides managers and employees with quick access and availability to HR-related data.

An effective HRIS provides organizations—and their leaders—with reliable data needed to make better people decisions. Such access comes at a premium these days. Deloitte indicates that only 3% of executives say they feel they have all the information they need to make sound people decisions.

What are the five types of HRIS?

There are five types of HRIS: operational, strategic, tactical, comprehensive, and limited-function. Each of these is designed to address specific HR or people-management needs.

Operational. Includes the management of common HR activities such as handling employee information like job titles and details or maintaining employee records.
Tactical. Refers to task-oriented tasks like recruiting, training, compensation, and benefits.
Strategic: Keeps HR practices aligned with organizational strategic goals such as workforce planning, engagement, and retention.
Comprehensive: Is an overarching solution that supports operational, tactical, and strategic functions.
Limited-function: Is strictly focused on specific tasks, being generally used by smaller organizations to, for instance, handle payroll.

What are the key metrics that your HRIS should provide?

Your HRIS should provide access to four key HR metrics: headcount, employee turnover, diversity and inclusion, and employee movement.

These are, of course, just the basics. Going beyond essential metrics can help companies turn stagnant data into dynamic, meaningful insights that drive faster, more confident people decisions.