IT to HRIS What You Should Know

November 30, 1999
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).