Module 1

1. Challenges to HR Professionals
Human resources professionals have squared off against challenge after challenge in the past
few years, and this year is shaping up to be a continuation of many of those issues – with a
few new ones thrown in. Here’s a look at the eight biggest ones at play.

Engaging the Workforce

Employee engagement has been an ongoing matter of concern for HR professionals for
decades. Engagement metrics were trending upward in the early part of the pandemic, driven
by an increase in transparency and
communication, but those gains have been tough to hang on to as the conversation has shifted
toward if or when people will return to work in offices.
Address those challenges by investing in intentional, deliberate communications to help team
members see what role they play in driving the business forward and in achieving the
company’s mission, vision, and values. Connecting daily work to the business strategy helps
employees feel more invested, accomplished, and engaged in their work.

Attracting Talent to the Enterprise

Talent acquisition is among the highest priority human resource challenges this year. U.S.
unemployment is hovering at historical lows, and many organizations are finding it tough to
fill their open roles in a timely fashion during the labor reshuffling that’s commonly referred
to as the Great Resignation.
Competitive compensation and employee benefits packages are essential in attracting talent
to your organization. However, to really compete, you need to dig deeper and offer
meaningful experiences and a greater sense of purpose to your employees.
Your employer brand can help convey that purpose and attract people who are motivated by
it. You don’t need to create a company culture that pleases everyone. This would be
impossible and would leave you with a watered-down brand that appeals to virtually no one.
Instead, narrow your focus and develop an employer brand based on your most valued and
unique elements.
A focused employer brand that doesn’t back down from its values may not attract candidates
who disagree with or simply aren’t passionate about those values. But that’s OK: You only
need it to be attractive to the people whose values align with yours.
If you haven’t already defined your employer brand, now’s the time. If you have documented
it, make time to review it and think about new ways to bring it to life. Identify what you want
company culture to be based on your mission, vision, and values. Assess your company
culture as it is now to determine whether it’s where you want it to be. Set goals for filling in
the gaps, such as building up your DEI efforts to foster a greater sense of belonging for all
employees.

Managing Relationships
In 2022, workplace relationships are more important than ever. Supporting healthy
relationships is one of many challenges facing HR this year. Companies are finally settling
into their long-term hybrid or remote working models, and that has a significant impact on
how employees interact with each other. Work models in the new economy are powered by
the relationships fostered between managers and individual team members and their peers.
Healthy work relationships build trust in the workforce and empower employees to work
together more effectively, even if they don’t see each other or work together often.
In remote and hybrid work environments, we have to be intentional about building
relationships. Your HR team can help set communication cadences for departments and
teams, which drives relationships and builds awareness of everyone’s different roles and how
they intersect. Regular communication drives stronger relationships and helps employees
learn more about how they work together and can help each other.
The more that employees know each other and understand each other’s work, the better they
can perform their own jobs. Knowing the next stage of a project, for example, helps
individual contributors refine their own work. Employees need to trust their colleagues to
deliver what’s needed to keep projects on track.

Training and Development Strategies

Rapid upskilling and reskilling is becoming the norm in the new economy. However, the
world of work is evolving more quickly than static learning management systems can keep
up.
In 2022, HR professionals will need to identify new solutions for training programs and
continuing professional development. An effective training and development strategy must
account for rapidly changing technical skills and long-term transferable skills.
Technical skills have a short half-life in a swiftly changing workplace, so don’t invest all of
your limited learning resources in technical training. Incorporate technical training in the
flow of work as much as possible. Technical training in the flow of work also makes it easier
to update training to match your actual needs. It’s a more agile approach to technical training
that gives your workforce an edge.
Transferable skills have greater longevity and are cumulative because you can build on
adjacent skills. These include “soft” skills such as critical thinking, emotional and social
intelligence, and communication. Transferable skills are especially important as a foundation
for leadership development in the new economy. Leaders today (and in the future) need to be
able to keep projects on track by supporting employees and removing roadblocks to their
success. That requires good communication, empathy, and awareness, among other qualities.
AI in HR can be extremely useful in predicting skills gaps and helping employees see a path
forward for training and development.

Talent Retention
Workers have more options for employment than they have in decades, so every HR
professional must take care to retain the current workforce — or risk losing them to an
extremely competitive talent market.
The first step to improving retention is finding out why employees are leaving in the first
place. Exit interviews can provide insight into what employees liked best about working at
your organization – and what they found lacking. Armed with this knowledge, HR
professionals can develop plans to address the factors that are driving employee turnover.
Consider when employees are leaving, too, which can offer insights into why they’re leaving.
Are there common stages of tenure when people leave more often, and what factors might be
at play?
If turnover occurs frequently in the first few months of the employee life cycle, for example,
that could indicate new employees didn’t feel prepared to perform the full scope of their
duties. HR managers could mitigate this through better communication during the hiring
process and more effective, engaging onboarding processes.
Employees leaving at later stages can be more challenging to address. They may be leaving
because they feel like they’ve reached the limit of their potential at your company, for
instance. To address that challenge requires reworking internal mobility and career paths to
give employees more options for growth.

Diversity in the Workplace

Diversity remains a hot-button issue in human resources, with many organizations still
struggling to build DEI goals into the broader strategic plan. This is an important point for
actually moving the needle at your company. That, in turn, is important for employer
branding and for attracting talent to the organization, as more employees want to work for
companies that value diversity and offer everyone a sense of belonging.
Start by evaluating the state of DEI in your business, and set clear goals for where you want
to be. Assign key results and clear ownership for each objective you set. Finally, put
resources against each objective so their owners can actually deliver the results you need to
see.

Embrace Inevitable Change

The world of work is not returning to the way things were before the pandemic. One of the
greatest human resource challenges in 2022 is coming to terms with the new reality so your
HR team can begin developing long-term plans that account for change and agility.
For the past two years, companies have been in limbo trying to return to the office. But that’s
not how organizations operate anymore. Employees have experienced flexible and remote
work arrangements and have come to expect that from your work experience. And in a tight
labor market, you can’t afford not to listen to what employees need.
Beyond larger, strategic HR issues, HR teams also need to implement changes
to employment laws and regulations in 2022, especially at the state level. Many states are
currently updating paid family and medical leave laws, for example, and HR teams must
prepare for changing compliance requirements.
Develop business and people plans that can accommodate this pace of change. In a fast-paced
work environment, you must be able to flex with change without breaking. In business
planning meetings, consider a variety of scenarios that could affect your business model and
work processes. Develop alternative or contingent plans for addressing these scenarios as
they arise so that you aren’t caught off-guard.

Employee Health and Well-Being

Employee well-being remains among the top HR issues in 2022. After the major disruptions
of 2020, employers began to recognize the need for customized benefit plans to address
individual employees’ most pressing issues. Companies are offering better, more varied
benefits, including child and elder care benefits, and expanding coverage to mental health
services.
But benefits alone aren’t enough to improve employee health and well-being: You need to
support employee health and wellness in daily work lives, too. This could mean offering
more flexibility around hours, offering more paid time off, or better managing schedules and
workloads to prevent employees from feeling overwhelmed.
Survey employees to find out how you can better support them on their journey to wellness,
and take action based on their needs. Be sure to communicate that their health is a business
priority, as your workforce powers your business. Encourage employees to use the benefits
you do offer, and collect feedback about how to improve them going forward.

2. Roles, responsibilities and competencies of HR Manager

An HR manager’s job description should include the following obligations. However, while
an HR manager’s daily duties will vary from company to company, the following are the
roles and responsibilities of an HR manager:

 Create and put into action HR initiatives and strategies that are in line with the overall
business plan.
 Improve ties between management and employees by responding to requests,
grievances, or other issues.
 Control the hiring and hiring process.
 Support present and future company demands through growing, involving, inspiring,
and preserving human capital.
 Create and keep track of the organization’s overall HR strategies, methods, tactics,
and procedures.
 Cultivate a supportive workplace.
 Managing and maintaining a setup that promotes optimum performance.
 Maintain the benefits and pay schedule.
 Analyze the training requirements for a programme and keep an eye on it.
 Report to management and use HR indicators to assist in decision-making
 Always maintain legal compliance while managing human resources.

Skills and Competencies of HR Professionals

Let’s take a look at some key HR skills and competencies your human resource managers
should possess to be able to effectively perform their job functions and ensure the success of
your business.

Communication Skills

It should be no surprise that an effective HR professional needs to possess excellent

communication skills. Having proper communication skills is one of the biggest key
competencies of HR professionals because their job mainly consists of facilitating discussion
between employees and employers. Without proper communication skills, HR professionals
would not be able to effectively relay information between the two parties, causing the
business to suffer. Having effective communication skills is such an important human
resources competency that, Dave Ulrich, a professor of business administration at the
University of Michigan, states, “You’ve got to be good at all of them, but, no question, is
key.”

Critical Thinking

Another major key competency your HR managers should possess is critical thinking skills.
HR professionals spend a lot of their time balancing complex situations and without being
able to think critically, your HR managers would not be able to properly create an
environment where all employees feel comfortable and are motivated to improve the
business. In fact, according to Bloomberg, critical thinking is in the “sweet spot” of rare skills
that companies want most but are less common to find.

Organizational Skills

While there are many key competencies of HR professionals to master today, possessing
superior organizational skills is a must. Since being an HR manager is a huge juggling act,
it’s important to be organized to stay ahead of any HR issues that may arise. A great way to
help your HR professionals become more organized is to have them perform the same
actions, in the same way, each day to help them build a routine. When all HR materials and
practices are organized, your company will run much more smoothly.

Leadership

One of the biggest HR core competencies your HR professionals need to possess is

leadership. HR managers are responsible for ensuring that the entire workforce is properly
taken care of and resolving many issues the business may face. HR managers are not only
responsible for the entire workforce but their department too so without the ability to
effectively lead, your entire organization will suffer. Part of being an effective HR leader is to
be flexible. For your business to be successful, your HR professionals have to be open-
minded and willing to accept change and listen to opposing perspectives. When your HR
managers are flexible in their position, your business and employees will be more flexible as
well.

If you’re an HR professional yourself, and you’re concerned whether you’re meeting these
key HR skills and competencies, Ulrich suggests, “Review the competencies with your
business leaders and ask them if you’re doing them. Next, pose the same questions to your
HR team. Then, ask yourself whether you really know the business or if you’re glossing on
the surface.” He then suggests setting your priorities and getting to work on mastering these
HR core competencies.

3. Human Resource Management: concept, evolution and scope

Concept

We often hear the term Human Resource Management, Employee Relations and Personnel
Management used in the popular press as well as by Industry experts. Whenever we hear
these terms, we conjure images of efficient managers busily going about their work in glitzy
offices.

In this article, we look at the question “what is HRM?” by giving a broad overview of the
topic and introducing the readers to the practice of HRM in contemporary organizations.
Though as with all popular perceptions, the above imagery has some validity, the fact
remains that there is much more to the field of HRM and despite popular depictions of the
same, the “art and science” of HRM is indeed complex. We have chosen the term “art and
science” as HRM is both the art of managing people by recourse to creative and innovative
approaches; it is a science as well because of the precision and rigorous application of theory
that is required.

As outlined above, the process of defining HRM leads us to two different definitions. The
first definition of HRM is that it is the process of managing people in organizations in a
structured and thorough manner. This covers the fields of staffing (hiring people),
retention of people, pay and perks setting and management, performance
management, change management and taking care of exits from the company to round off
the activities. This is the traditional definition of HRM which leads some experts to define it
as a modern version of the Personnel Management function that was used earlier.

The second definition of HRM encompasses the management of people in organizations

from a macro perspective i.e. managing people in the form of a collective relationship
between management and employees. This approach focuses on the objectives and outcomes
of the HRM function. What this means is that the HR function in contemporary organizations
is concerned with the notions of people enabling, people development and a focus on making
the “employment relationship” fulfilling for both the management and employees.

These definitions emphasize the difference between Personnel Management as defined in the
second paragraph and human resource management as described in the third paragraph. To
put it in one sentence, personnel management is essentially “workforce” centered
whereas human resource management is “resource” centered. The key difference is
HRM in recent times is about fulfilling management objectives of providing and deploying
people and a greater emphasis on planning, monitoring and control.

Whatever the definition we use the answer to the question as to “what is HRM?” is that it is
all about people in organizations. No wonder that some MNC’s (Multinationals) call the HR
managers as People Managers, People Enablers and the practice as people management.

In the 21st century organizations, the HR manager or the people manager is no longer seen as
someone who takes care of the activities described in the traditional way. In fact, most
organizations have different departments dealing with Staffing, Payroll, and Retention etc.
Instead, the HR manager is responsible for managing employee expectations vis-à-vis the
management objectives and reconciling both to ensure employee fulfillment and realization
of management objectives.

Scope

The scope of Human Resource Management refers to all the activities that come under the
banner of Human Resource Management. These activities are as follows.

Human resources planning:-

Human resource planning or Human Resource Planning refers to a process by which the
company to identify the number of jobs vacant, whether the company has excess staff or
shortage of staff and to deal with this excess or shortage.

Job analysis design :-

Another important area of Human Resource Management is job analysis. Job analysis gives a
detailed explanation about each and every job in the company.

Recruitment and selection :-

Based on information collected from job analysis the company prepares advertisements and
publishes them in the newspapers. This is recruitment. A number of applications are received
after the advertisement is published, interviews are conducted and the right employee is
selected thus recruitment and selection are yet another important area of Human Resource
Management.

Orientation and induction :-

Once the employees have been selected an induction or orientation program is conducted.
This is another important area of Human Resource Management. The employees are
informed about the background of the company, explain about the organizational culture and
values and work ethics and introduce to the other employees.

Training and development :-

Every employee goes under training program which helps him to put up a better performance
on the job. Training program is also conducted for existing staff that have a lot of experience.
This is called refresher training. Training and development is one area where the company
spends a huge amount.

Performance appraisal :-

Once the employee has put in around 1 year of service, performance appraisal is conducted
that is the Human Resource department checks the performance of the employee. Based on
these appraisal future promotions, incentives, increments in salary are decided.

Compensation planning and remuneration :-

There are various rules regarding compensation and other benefits. It is the job of the Human
Resource department to look into remuneration and compensation planning.

4. Strategic Objectives of HR management

What is HR Management?
Human resource management is basically the administration of human resources. It primarily
refers to handling employees and acknowledging their requirements for maintaining a
positive work culture.
The definition of HRM also includes a set of practices, which helps manage employee data
like attendance, payroll, and ensuring smooth employment.
Other functions of human resource management include expense management and staffing.
What are HRM Organizational Objectives?
Below are 8 primary objectives of human resource management with in-depth elaboration
respectively:
 Achieve organizational goals
 Work culture
 Team integration
 Training and Development
 Employee motivation
 Workforce empowerment
 Retention
 Data and compliance

Achieve Organizational Goals

HRM function starts here. One major HRM objective is to fulfil organizational goals.
Utilizing human resources to achieve business requirements and goals is very important for
an effective HRM. Organizational objectives include workforce handling, staff requirements
like hiring and onboarding, payroll management, and retirement. To succeed at the
organizational objectives, HR requires efficient planning and execution. Without a set
parameter for goals and mission and resources, HRM is incomplete. After you know your
resources and planning at the place, achieving HRM objectives is not so difficult. Some more
objectives are explained further.

Work Culture
When it comes to handling HRM effectively and following objectives, employee and work
environment are the prior factors. Work culture plays an important role in defining HRM and
business performance. An HR manager needs to be active while calling for strategies to foster
better work culture. Automated activities like leave approvals, reimbursement request
acknowledgement, etc. can help you. Quick operations and empowerment to employees help
in creating positive vibes at the workplace. Developing and maintaining healthy and
transparent relations among team members and teams contribute to building a good example
of work culture. Adopting the right solutions like employee management software can solve
more than half of your job. Small steps like short and sound onboarding processes can help
build a good image of the workplace.

Team Integration
One of the prime roles and objectives of HRM is to make sure the team coordinates
efficiently. Easy communication is the need for teams at an enterprise. An HR here must
ensure a tool to assist in making the integration easier and smooth. The proper connection
between individuals is a must to ensure productivity. To make HR management successful,
you need to search for better integration portals to make data availability easier for people.
Functional objectives like team integration are to produce streamlined operations and tasks. A
right tool like the self-service portal can bring employees closer to HR folks.

Training and Development

Workforce being effective and performing are two important and basic elements to work
upon for achieving your basic objectives at an organization. With proper training and
providing future opportunities, employees feel safe and organized.
Effective employment is highly dependent upon the training practices. Providing
opportunities to employees is one great step to ensure workforce management.
There might be difficulties such as planning, scheduling, training sessions, and evaluation of
each on-boards. To lessen the pain, solutions like training management software can help you
with auto-reminders, easy scheduler, reporting, and tracking capability. The HR manager can
ensure effective training practice at the firm.

Employee Motivation
The prime objective of HR folk is to keep things on the right path. Keep distractions and
negative vibes away. For this, the employees need to be attended to and kept motivated
throughout. How can HR motivate employees?
Give powers to them. Take their views on things. Involve them in weekly meets or decisions.
Even if it is a fresher, let them join. Keep the morale always high. Employee recognition like
yearly appraisal based on their performance can too help. An automated feedback system for
performance appraisal management can keep your employees motivated and ensure
productivity throughout the service. When the employees are satisfied and fulfilled, nothing
else can prevent you from losing your objectives and goals.

Workforce Empowerment
Talking about employee motivation, nothing can work better than empowering them.
Empowering them with tools like ESS (employee self-service) portal can help save HR
efforts too. With the portal, employees can themselves apply for approvals and track them
through their mobile phones. Be it leave request, generating payslip, checking PF account,
remaining leaves, upcoming holidays, manager details, or anything, HR intervention is least
required. Now, you no more need to knock on HR’s desk for small queries.
What else could empowering workforce take? How would you ensure the right workforce
engagement? Effective HRM measures can definitely help. Look for easy employee
management tips.
Retention
Providing leadership qualities and opportunities, a healthy working area, and employee
retention are some prime objectives and deliverables of the HR managers. Keeping
employees retained and motivated needs to be a top priority for HRM. Other than employee
hiring, onboarding, and training cycle, keeping the employees retained for long is the biggest
challenge AKA objective of the HR people. It often occurs that employees leave the
organization within 2 months of onboarding. It can be due to ineffective training management
or a rough hiring process. Employee experience needs to be carefully attended. Keeping your
employees retained can help maintain a good state of employee turnover. To keep it stable,
the HR manager needs to learn the best retention tips for business.

Data and Compliance

Functional and organizational objectives also include managing company/ employee data and
managing compliances. Managing payroll compliances and keeping the company out of any
penalties or fines is a huge challenge for HR people and managers.
Even a small error or miscalculation can owe you huge penalties and even may lose respect.
When committing to tasks like employment and payroll, you need to be careful about laws
and regulations. The objective here is to keep any unwanted claims at bay for smooth
functioning.
Automated software like the HRMS system can help you keep errors at the side and leave no
window for owing any penalty from IRS. It is the responsibility of HR to follow IRS
guidelines and standards for effective employment at the company. Stay assured of all the
legalities.

5. Human resource planning and forecasting

What Is Human Resource Planning (HRP)?

Human resource planning (HRP) is the continuous process of systematic planning ahead to
achieve optimum use of an organization's most valuable asset—quality employees. Human
resources planning ensures the best fit between employees and jobs while avoiding
manpower shortages or surpluses.

There are four key steps to the HRP process. They include analyzing present labor
supply, forecasting labor demand, balancing projected labor demand with supply, and
supporting organizational goals. HRP is an important investment for any business as it
allows companies to remain both productive and profitable.

Steps to Human Resource Planning

There are four general, broad steps involved in the human resource planning process. Each
step needs to be taken in sequence in order to arrive at the end goal, which is to develop a
strategy that enables the company to successfully find and retain enough qualified
employees to meet the company's needs.

Analyzing Labor Supply

The first step of human resource planning is to identify the company's current human
resources supply. In this step, the HR department studies the strength of the organization
based on the number of employees, their skills, qualifications, positions, benefits, and
performance levels.

Forecasting Labor Demand

The second step requires the company to outline the future of its workforce. Here, the HR
department can consider certain issues like promotions, retirements, layoffs, and transfers—
anything that factors into the future needs of a company. The HR department can also look
at external conditions impacting labor demand, such as new technology that might increase
or decrease the need for workers.

Balancing Labor Demand With Supply

The third step in the HRP process is forecasting the employment demand. HR creates a gap
analysis that lays out specific needs to narrow the supply of the company's labor versus
future demand. This analysis will often generate a series of questions, such as:

 Should employees learn new skills?

 Does the company need more managers?
 Do all employees play to their strengths in their current roles?

Developing and Implementing a Plan

The answers to questions from the gap analysis help HR determine how to proceed, which is
the final phase of the HRP process. HR must now take practical steps to integrate its plan
with the rest of the company. The department needs a budget, the ability to implement the
plan, and a collaborative effort with all departments to execute that plan.

What is HR Forecasting?

Forecasting—whether it’s business forecasting, human resources forecasting, or financial

forecasting—is the process of using data, insights, analytics, and experience to make
predictions and preparations to meet a specific business need. According to the Institute of
Business Forecasting and Planning, “whether you realize it or not, virtually every business
decision and process is based on a forecast.”

Human resources or HR forecasting is an important activity for growing businesses. To be

successful, growth-oriented businesses should periodically assess short- and long-term
staffing needs based on projected sales, new product launches, market expansion, as well as
other factors that might affect labor needs. An HR forecast should include the number of
workers needed, the type of skills required to fill any gaps, and any costs or administrative
tasks that will be required to increase or downsize your workforce.

Find out what growth-oriented businesses need to know about HR forecasting and practical
steps you can take to ensure your business is ready to scale the size of its workforce to meet
changing market conditions.

The basics of human resource forecasting

Just as a business plans for financial growth, it’s also important to plan for the growth of a
workforce. HR forecasting is the process of predicting demand and supply—whether it’s the
number of employees or types of skills that are needed and available to get the job done.
Basic forecasting techniques include:

 Yearly sales or production projections.

 Quantitative assessments, using mathematical calculations, that examine how many
employees are needed and when.
 Qualitative assessments, based on judgment, that determine culture-fit and skill
qualifications or desired personal and professional qualities.
Other benefits of HR forecasting

To drive business growth and success, you need the right talent behind you. HR forecasting
enables your business to determine skill requirements, evaluate demand, assess labor supply,
understand workforce needs, and develop a strategy to meet your goals and growth
objectives. In addition to effectively balancing labor demand and supply, HR forecasting
emboldens your business to:
Develop effective budgets - By determining your workforce requirements, you also put your
business in a better position to forecast costs. To meet your business goals, you may need to
hire seasonal workers or increase salary levels to retain top talent. Benefits costs may
increase as well. HR forecasting provides insight into those predicted workforce expenses so
you can accurately plan for overall human capital costs.

Make more detailed workforce predictions - Beyond helping your business meet evolving
needs for new skills, production, and productivity, HR forecasting also emboldens you to
gain deeper insight into your workforce. HR forecasting and analysis helps you predict
turnover related to retirement or market competition. It can also help you analyze how
business strategy changes will impact your workforce including production of a new product,
change in target audience, or the introduction of new employment or manufacturing
regulations.

Forecast HR needs regularly - Business conditions are constantly changing, which means
your workforce is too. To effectively meet your HR needs, it’s important to review talent
requirements on an ongoing basis. For example:

If your business manufactures a product, labor needs will change as sales rise and fall. Your
business may see seasonal demand for that product, or other changes in consumer demand. In
this case, HR and sales forecasting should work together to identify sales spikes or declines
that will affect production and labor needs. Analyzing these forecasts regularly can minimize
the risk your business might fall behind on production and order fulfillment, produce too
much inventory, or pay a bloated workforce.

6. Human resource information system

What is an HRIS?
HRIS stands for Human Resources Information System. The HRIS is a system that is used to
collect and store data on an organization’s employees. In most cases, an HRIS encompasses
the basic functionalities needed for end-to-end Human Resources Management (HRM). It is a
system for recruitment, performance management, learning & development, and more. An
HRIS is also known as HRIS software. This is a bit confusing as it implies that different
systems can have different software running on them. However, this is not the case. The
HRIS is, in essence, an HR software package. The HRIS can either run on the company’s
own technical infrastructure, or, more common nowadays, be cloud-based. This means that
the HR software is running outside of the company’s premises, making it much easier to
update.

Benefits of an HRIS
The HRIS holds employee information. A wide range of employee data is then easily
accessible, in one system.

 Record-keeping. An HRIS is a record-keeping system that keeps track of changes

to anything related to employees. The HRIS can be seen as the single source of
truth when it comes to personnel data.
 Compliance. Some data is collected and stored for compliance reasons. This
includes material for the identification of employees in case of theft, fraud, or other
misbehaviors, first contact information in case of accidents, citizens identification
information for the tax office, and expiration dates for mandatory certification. All
this information can be stored in the HRIS. It is essential that data is stored safely
and securely, in line with GDPR regulations.
 Efficiency. Having all this information stored in one place not only benefits
accuracy but also saves time. Some companies still keep a lot of data about
employees as physical paperwork. Finding the right folder, and locating the right
sheet, can take up a lot of staff time.
 HR strategy. The HRIS permits the tracking of data required to advance the HR
and business strategy. Depending on the priorities of the organization, different
data will be essential to track. This is where the HRIS shines.
 Self-Service HR. A final benefit is the ability to offer self-service HR to
employees and managers. This enables employees to manage their own affairs.
When done right, the HRIS can offer a good employee experience.