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IT to HRIS What You Should Know

November 30, 1999
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Related Topics: Workforce Planning, Featured Article
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For over ten years, Human Resource Information Systems (HRIS) departments have existed in companies of all sizes. This type of department evolved as a result of the complex issues connected to human resource management.

Organizations recognized the need to utilize the related "people information" in order to have a competitive advantage. The HRIS environment is an exciting one that utilizes leading edge technologies such as enterprise self-service, call centers and workflow information. Depending on the needs of the organization, this department might have a vice president or at least a director of HRIS as well as an HRIS manager and one more analyst.

In addition to these professional exempt jobs, there might also be a need to have a nonexempt HRIS data specialist. The analyst role is similar to that of an IT analyst with similar skill sets.

The advantage for an IT professional to make a transition to an HRIS group is that he can position himself to be in a high profile job within the organization with many advancement opportunities. One should have knowledge and/or experience in the following areas:

  • Information technology basics including client server environments, ERP software solutions and ESS environments;
  • Utilizing technology to redesign and streamline processes; and
  • Human Resource management basics such as employee relations, policy guidelines, employment procedures, compensation, benefits, legislation (FLSA, FMLA, etc.), and governing bodies (i.e., Wage and Hour, DOL).

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