The modern HRIS solution supports the entire HR function in the organization. It is a difference from the personnel administration and payroll processing systems. The modern HRIS changes the way HR works. The modern HR Model can be fully implemented without any impact on the workforce employed in the function. The modern HRIS is modular and allows customizations.
The modern, competitive organization is based on intensive interactions among employees, managers and units. The modern solution of HR has to support communication and cooperation. Most organizations are huge and the employees do not know each other in person. The HRIS is a central point for all information about employees, applicants, contingent workers, job positions, organizational structures, management structures, job vacancies, HR reports and the other useful stuff.
The organization does not need to implement the full solution. The provider usually offer the basic functionality, which is required by the law and the other modules. The other modules can be activated or they can be ignored without any impact on the rest of the modern HR solution.
The modern HRIS supports the complete life-cycle of the employee in the organization. It supports the job design processes, it supports the creation of the job position within the organization and the given structure. It supports the recruitment and staffing processes. It offers internal candidates for the job vacancy. It enables automated job posting to different web job boards. The modern HRIS supports the social media communication with no touch of a human hand.
The modern HR supports the talent development and the succession planning in the organization. HR should manage the succession planning using its information management platform. The successors should be kept in the system and HRIS should monitor all moves in the organization. The succession planning and the talent management are not possible without the strong HRIS features in this area. The succession planning should be attached to the ideal organization structure, not the employees currently occupying job positions.
The employee data are entered to the system just once. The modern HRIS populates other systems in the organization and they can act automatically using information from the defined set of job profiles. The automated processes eliminate potential errors of people and the data of the organization are more secure. The feature of the self service update has to be a part of the standard offer.
The modern HR solution has a strong workflow management. The predefined workflows for different processes and requests are defined. The system recognizes different thresholds and sends the request for the approval to the right authority defined in the organization. The strong workflow management can be customized and new workflows can be defined internally in the company. No external development is needed.
The modern HR solution is based on the defined industry standards. The interfaces are described and information can flow to other systems without any restrictions and limitations. The HRIS has to be the only system providing information about active employees in the company. The only source of information stops messing of fresh and obsolete information resulting in many data leakages.
The modern HRIS features includes the document management system. HR still produces many documents and the originals should be stored electronically in the document management system. Many HRIS solutions offer the internal document system, but the interface with the robust corporate document management solution is better.