Question

A healthcare consulting company has almost quadrupled in size in the last 5 years, from 68 employees to 220 employees. The chief HR officer decides to implement an HRIS system to provide key leaders with better data for use in making strategic decisions. What HR functions can an HRIS effectively handle?

A. Benefits administration.
B. An HRIS can support most HR functions with data.
C. Payroll processing and employee self-service.
D. An HRIS handles administrative HR functions only.

Answer 1

An HRIS can handle a broad scope of HR functions, including benefits administration, payroll processing, employee self-service, talent management, and analytics. It can also help reduce biases in hiring by supporting structured recruitment and data-driven decision-making.

Step-by-step explanation:

An HRIS (Human Resources Information System) can effectively handle a wide range of human resources functions, not just administrative tasks. These functions include:

• Benefits administration: Managing employee benefits such as health insurance, retirement plans, and other perks.
• Payroll processing: Calculating and distributing employee pay, as well as managing taxes and other deductions.
• Employee self-service: Allowing employees to access and manage their own HR-related information.
• Talent management: Assisting with recruitment, onboarding, performance management, and training.
• Analytics and reporting: Providing data to support strategic decision-making and equal opportunity programs.

Furthermore, professionalizing HR functions through an HRIS can contribute to reducing bias in hiring processes by facilitating a more structured and data-driven recruitment approach. This has the potential to level the playing field for all candidates, fostering a more diverse and inclusive workforce, as experienced by larger organizations with professional human resource strategies.