Technology for HR Metrics, Communication & Reporting

Instructor: Noel Ransom

Noel has taught college Accounting and a host of other related topics and has a dual Master's Degree in Accounting/Finance. She is currently working on her Doctoral Degree.

This lesson explains and defines the technology tools that can assist employees and human resource managers with accessing information. We'll also look at the efficiencies gained when technology is used to automate processes and help track HR data.

Technology and Human Resources

Meet Dan, a new human resource director with tons of knowledge in technology and systems applications. Dan is excited to work with his new team because he believes he can integrate some of his awesome technology skills into the way his human resource managers present information to senior leaders.

Dan's group is responsible for tracking the performance of various human resource programs and using that information to explain the success or opportunity for growth in certain areas within human resources. Dan has a few ideas he wants to present to his team to help with HR metrics, communication and reporting, including enterprise resource planning software, desktop software, and human resource information system (HRIS). Dan wants to make sure his team knows exactly how to use each software application and how the tools can be used to help track and report various human resource performance numbers.

Enterprise Resource Planning Software

Dan explains to his team that enterprise resources planning (ERP) software is a tool used to provide access to information and an easy way to monitor activities that occur around the organization. ERP software is part of an entire Human Resource Management System (HRIS). Within the ERP software are several modules; one of which is the human resource module.

The human resource module stores HR related information and helps the HR department monitor and track activities, such as recruiting, training, retirement, compensation, and benefits. Human resource departments also use the human resource module to track employee attendance and performance, and talent management, promotions, and salary information. The HR module also stores employee demographics and skills, and even provides reports of employee roles and titles. Dan tells his team to think of the human resource module of the ERP as the one stop shop for all human resource related information.

For example, Dan and his team need to be able to automate the payroll process. Currently, the payroll department manually calculates, records and writes checks to each employee. That seems like a ton of manual work, not to mention the time it takes to perform payroll calculations. It has become very hard for the team to keep track of who gets paid and how much they should receive because many employees work overtime hours and some even receive commissions or bonuses.

Dan and his team have the ERP software installed and implement the payroll tracking system of the human resource module. Since the software was uploaded with all of the employee data and salary information, the payroll for each period is automatically calculated, including bonuses, commissions, and overtime. The software even has a feature to automatically send physical checks or direct deposits to each employee. This saves so much time for the payroll representatives, and they are super excited about the new changes!

Human Resource Information System (HRIS)

Dan's managers are so impressed with his first suggestion; they cannot wait to see what he comes up with next. Dan decides to discuss the idea of an overall human resource information system (HRIS) with his managers. Dan mentioned earlier in his presentation to the team that the ERP software was only a small component of a larger Human Resource Management System or (HRIS). The human resource information system is a software that allows the human resource department to process many HR activities electronically. It takes all of the HR processes and automates them so HR employees can focus more on strategic planning, recruiting and improving employee engagement instead of all of the administrative paperwork, which increases efficiency within the HR department.

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