History of Core HR System
Core HR or Human Resource Information Systems (HRIS) are not only the backbone of the entire HR Landscape but holds critical information for all the other areas of the enterprise as well.
In spite of that, probably it is the most neglected area of the entire HR ecosystem. Over the last couple of decades, it has seen very little if any innovations.
Core HR or HRIS first came into prominence during the 1980’s, and that time the focus was mainly on Payroll, Benefits, and Labor.
At the beginning of the century, other HR processes like Talent Management, LMS, Recruiting Management,etc.started moving into the SaaS model, which enabled them to start bringing in the process and technological innovation to cater to the employees at a rapid pace.
Only in the last ten years, we have seen a surge in the new concepts and innovations in the Core HR space primarily because as IOT and digitization becoming an everyday life the HR customers (employees) started demanding consumer grade User Experience in their every day dealing with HR. Also, almost at the same time CHROs gaining more say in the company has also helped them in the decision making process.
Definition of a Core HR System
Though sometimes the description of what components are part of a Core HR system varies but on an average the following elements are primarily considered as a part of modern day Core HR or HRIS:
HR administrative functions
— Include core HR (organizational and employee data, employment life cycle processes, transactional employee and manager self-service),
Benefits and payroll administration
— May also include occupational health and safety, grievance tracking, travel expense management, or other areas.
Time and Attendance
— Includes absence management, time capture, time and attendance evaluation, task/activities tracking, budgeting and forecasting, and
HR service delivery
— Includes direct access to policy and procedure guidance for employees and managers; may also include case management, knowledge base, and digital document management.
What constitutes an excellent Core HR System
Here are a few things every customer should consider before purchasing their Core HR (HRIS) system:
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