Response 1

Technology can help companies by streamlining processes and manage compensation, benefits plans and associated costs. It costs a lot to staff a call center to help answer questions about benefits and compensation. The use of technology can streamline that and help reduce the cost of manpower for that. Of course you need to have employees on staff to be able to answer questions, however, with technology being what it is today, most people will take to looking up the information online which could be faster and convenient for them. It will allow employees to look at benefit plans in depth, including the cost, and help them make an informed decision about their coverage on their own terms. It can also help them keep track of their performance and objectives and allow them to guide their career and goals for promotions.

I have used HRIS in various jobs. I love that as a manager and employee you can see so many things at a glance. You have one location where you can view benefits, pay, paystubs, compensation, performance reviews and they are all at a glance. When making pay decisions, as a manager, it is easy to have all of this information in one location. Companies who invest in an HRIS allow their managers to be better equipped at doing their jobs and employees the ability to have a centralized hub in order to view information.

For this discussion, I chose to look at the HRIS system called Workday. I am at an advantage with this because I still work part time for Sterling Jewelers, Inc. and they use Workday as their HRIS. According to Workday.com, “Workday, Inc. is an on-demand financial management and human capital management software vendor. It was founded by David Duffield, founder and former CEO of ERP Company PeopleSoft, and former PeopleSoft chief strategist Aneel Bhusri following Oracle’s takeover of PeopleSoft in 2005.”

I have used Workday with Sterling Jewelers, Inc. for about 5 years now and I love that the system is user friendly and completely compatible to what our company needs. It is designed to be compatible with any company. When you log onto the main page there are several categories as illustrated by the screenshot below.

2 response

There are multiple ways technology is helping companies manage their HR programs. Possibly the most obvious benefit to a Human Resource Information System (HRIS) is tracking employee’s compensation. If your company has hourly wage employees, utilizing an HRIS will manage the payroll when employees are due additional compensation for working extra hours or holidays. (Lang, n.d.)

An HRIS can provide a company with a way to track and manage travel reimbursements or moving expenses for new hires. Manual difficulties with tracking benefits can be a thing of the past when you use an HRIS. The program will also assist with paperless benefit management and allow an employee a more hands-on approach with self-service as it pertains to benefits. (Lang, n.d.)
Utilizing an HRIS can improve communication about the compensation provided. It can be used to send out reminders, produce reports, and keep employees abreast of compensation changes and policy revisions. The system itself can also be tied into performance management. This streamlined approach to compensation as merit increases or promotions tied with annual performance will need to flow through the program that is responsible for compensation. (Lang, n.d.)

How does managing employee compensation relate to overall business goals?

Most companies are in the business of making money. Some benefits of implementing an HRIS system are manual process errors can be minimalized or eliminated. Automated systems can reduce some of the HR staff workloads, allowing them to play a more strategic role and will help the company. Aside from money, the HRIS can track compliance, manage the performance management system, and provide analytics on diversity and inclusion. (5 Ways, 2018)

Companies can leverage workforce analytics to tackle diversity and inclusion issues. Parijat Sakar is quoted as saying; “companies can use people analytics to get a clearer view of pay gaps and discrepancies so they can do a better job to promote fair salary compensation.” (5 Ways, 2018) Additionally, to paraphrase Betterworks, CEO looks at an HRIS tool to assist managers and executives in making decisions about the workforce. He is quoted as saying “raw data pulled from analytics can be used to create actionable insights and ultimately support data-driven decisions regarding promotions or compensation…” (5 Ways, 2018)

The HRIS chosen for this discussion is Zenefits. With this complete suite, you can manage benefits, track employee time, manage payroll, and ensure compliance. From a payroll perspective, it provides a single system to track benefits and time-tracking. New hires get added to the payroll, and their first check is prorated. From a benefits perspective, employees can manage their health and life insurance. The Zenefits HRIS also proactively pushes important legal notices to management and employees, to assist with compliance matters. (#1 HR, n.d.)

References
Lang, D. (n.d.). Why You Should Use Your HRIS for Compensation Management. Retrieved July 15, 2019, from https://www.jungohr.ca/blog/why-you-should-use-your-hris-for-compensation-management

5 Ways Technology is Changing the Face of HR (2018, December 11). Retrieved July 12, 2019, from TalentCulture website: https://talentculture.com/5-ways-technology-is-changing-the-face-of-hr/

#1 HR Software | Human Capital Management (HCM) | Zenefits. (n.d.). Retrieved July 15, 2019, from https://www.zenefits.com/

Response 3

Take a look at the information in this link. What are your thoughts? Did you find it helpful in understanding the impact an HRIS can have on compensation practices and infrastructure?

https://www.hrispayrollsoftware.com/hris/compensation-management/

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