Leveraging Human Resource through Employee Self Service In HRIS

Researchers realized the strategic importance of HRM only recently. Companies started to documentways of creating business value through proper management of workforce. HRM was initially called Personnel management that consisted of routine administrative and transactional work related to HR, but due to globalization, company consolidation, technological advances, and further research, HRM today focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge. A HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. It allows HR activities and processes to occur electronically. HRIS has different features to handle different functions in HRM. One of the main feature of HRIS is Employee Self Service (ESS). This feature helps the HR department to enable employee get information from the HRIS on their own, thus saving a lot of time of the HR department to take care of more important strategic tasks. The company gets many benefits from ESS. Two issues are important one; Determining Whether to Adopt ESSand two; Question is open enrollment would be useful.