HRIS, or Human Resources Information Software, is a modernized system software solution that aims to streamline the HR management job accurately and fast. It basically integrates the human resources department with information technology.
Using this system, the HR department can collect, store, and analyze data to understand employers’ performance, assess payment, and facilitate the HR management to make data-driven decisions.
Ever since the launch of HRIS in Bangladesh, it has been growing in popularity from government to non governmental organizations across all the business sectors. It’s also because the businesses rely on technology-based workforce which simultaneously synchronize with the HRIS to enhance the HR management operate smoothly.
In this article, I will be discussing the emergence of HRIS in Bangladesh and its role in HR management. You will also get to know about the exceptional benefits it offers while facing some challenges too.
Stay tuned to learn how the HRIS solution performs in the context of Bangladesh.
Understanding Hris and Its Importance in a Company
HRIS, popularly known as Human Resource Management Information System, is a cloud-based software that records information of employees in a central database.
The purpose of this software is to facilitate HR management and accelerate the process of planning, analyzing, decision making, and preparing reports.
The HRIS system can automatically track and store information like attendance, leave, employee profile, prepare payroll, performance management, and some repetitive tasks so that the HR team can focus on more productive tasks.
Undoubtedly, the software helps the HR department to operate more effectively and make data-based decisions which is very crucial to ensure business growth and efficiency of the employees.
Key Features of HRIS
There are various kinds of HRIS software available varying the type, feature, price and so on. However, here is a list of some of the key features of HRIS software that make it popular and embraced by all companies worldwide.
Employee Data Management: All HRIS software has the feature of recording and organizing information about employees such as name, age, job role, designation, personal details, job history, and performance record.
Payroll Processing: With the stored information, the HR payroll software can track work shifts, attendance, leave, tax deduction,s and related data to calculate payroll and disburse them on time.
Recruitment and Onboarding: In HR information systems, you can generate and process job application forms for new job postings and recruitment, conduct interviews, and track and onboard candidates automatically.
Attendance and Leave Management: another HRIS feature that helps HR tasks time saving is tracking working shifts, attendance, leave, earned leave, medical leave, and so on.
Performance Management: the software can generate reports analyzing the data, which helps to track goals, manage appraisal, determine performance and help the HR team to make decisions about promotion of employees.
The Adoption of Hris in Bangladesh and Its Role in Hr Management
It has been more than a decade since human resources systems have been embraced and gained popularity across diverse fields in Bangladesh.
Not only the HR department, but the other sectors such as finance, technical, sales, and so on have been using relevant software to function the workforce digitally.
Hence, to keep pace with all the software solutions, HRM management of all ranges of companies have adopted HRIS solutions to manage, automate, and operate the HR tasks that are basic and repetitive such as payroll, attendance, recruitment, data storing, training, compliance, etc.
The influence of HRIS software since its emergence in Bangladesh will help us understand how it was adopted and its active contribution to the growth of business.
The first emergence of HRIS during the 1990s-2000s
Though HRIS first arrived in Bangladesh’s corporate world during the 90s to 2000s, it was not widely accessed in every sector. Mainly because it was expensive, the people did not have much knowledge about the software, and implementation of the software would require a special area of expertise as well.
Hence, some renowned multinational companies and established organizations took the risk of using this system to streamline their HR management. Here, mostly phone companies adopted this system first to smoothly operate their workforce, process data, and make data-based decisions.
Advancing the system in the 2000s-2010s
There was a significant shift in the advancement of the HRIS system in the span of 10 years since the 2000s. In this time period, the effort was to make the software more affordable and accessible to all companies.
To do that, the government also came forward to promote digitization and automation of accessing and recording information in corporate culture across diverse sectors.
Then, from phone companies, the adoption of the HRIS system has advanced in the banking, telecommunication, and manufacturing sectors.
Mass adoption of the HRIS system from the 2010s to 2020s
In the next ten years, the HRIS system will be embraced in other public sectors such as healthcare, education, retail, and so on. By that time, it was made more affordable and easily accessible through local software vendors.
Hence, SMEs and entrepreneurs could also afford to use the HRIS software to ease their workforce and enhance productivity. Not only that, more extensive features were also included in the software, such as maintaining employee profiles, preparing attendance and absence reports, salary management, tax reports, and performance.
Current Trends and Adoption in Bangladesh
At present, the HRIS software is immensely popular among the SMEs in Bangladesh. They are also learning and acknowledging the importance of this software in optimizing the HR operations and accelerating growth.
Another reason for this popularity is the software being a cloud based solution. This particular feature makes this software accessible in mobile and web apps, cost effective and scalable.
Moreover, the HRIS software is simplified and easily accessible so that anyone can use it without incorporating any IT resources. Even if they do, they can get an expert to implement the software and the HR team can use it onward.
Another reason for the popularity of this software is its compliance with local labor laws. The laws and regulations are ever-changing. And the software is incorporated accordingly to the laws.
So, whenever the laws or company regulations change, the software will perform all the calculations as per the new policies. Lastly, the software can be contextualized in terms of language and other features if any company requires.
Key Benefits of Adopting HRIS Solution
To understand the role of HRIS in HR management, here is a list of key benefits a company can enjoy using the software.
- HRIS software ensures a time-saving process for storing and operating data and calculations.
- It’s efficient in calculating accurate payroll, considering attendance, leaves, tax deductions, and other HR-oriented policies.
- In HRIS software, the information is stored in a centralized database which is accessible from anywhere by the HR professionals.
- The employees can access the software to update personal information, submit leave requests, view payrolls, target reach, and so on. The employees don’t need to stand at the HR department’s door to learn about basic information when they need it.
- The HRIS software assists the HR department to make strategic decisions based on the stored data and report. It’s important for organizational growth and ensuring overall development of the employees building a healthy work environment.
Challenges in HRIS Adoption
There are some challenges to HRIS adoption, too. They are listed below.
- Entrepreneurs and small companies are skeptical about embracing the HRIS system due to its high cost and uncertain return on investment.
- Still, some companies fail to realize the benefits and significance of HRIS.
- There is still a concern about data privacy as the recorded information is sensitive and personal.
Final Thought
Even since HRIS systems have been in practice in the corporate world, it has evolved many changes over time. Despite offering many benefits in HR management, there have been significant challenges that cannot be unnoticed.
However, with more awareness, digital literacy, and governmental approaches, the advancement and adoption of HRIS software will grow. In fact, you can get tailored software at a reasonable cost for specific HR solutions.
