How MIS Can Help You Up Your HR Game
When you think of an information system, you probably picture computer software like Google Drive or Microsoft Word, but in reality an information system can mean a lot more than that. In the realm of human resources (HR), an information system refers to the practices and techniques used to manage the exchange of data between business and individual stakeholders. In other words, it’s how you keep track of employee performance and make sure everyone is on the same page about what’s going on at your company and where it’s headed.
In order to attract and retain the best talent, your human resources department needs to be operating at peak efficiency. That’s where a management information system (MIS) can come in handy. A MIS automates many of the tedious tasks that HR departments have traditionally handled on paper or through spreadsheets, freeing up staff time for higher-level work like organizational development and strategic planning. Plus, it also allows you to maintain control over all data related to personnel records, including recruitment processes such as job descriptions and resumes.
It’s no secret that employee turnover can be costly for businesses. In fact, the average cost of replacing an employee is estimated to be six to nine months’ worth of that person’s salary. So, how can you reduce turnover and save your company money? By using a management information system (MIS) in your human resources department. A great way to manage employees is by having a detailed database where all their information, past performance reviews, etc., are stored. When someone applies for the job opening, it should take less than five minutes to find out everything about them before even considering them as an applicant. Additionally, if someone does leave after being hired on or being there for awhile, then this database will also allow you to see what happened which led up to them leaving and how best to prevent that from happening again.
If you manage a team of employees, you know that performance appraisals are essential to keeping everyone on the same page and ensuring that everyone is meeting (and exceeding!) expectations. But what role does MIS play in all of this? Essentially, a performance appraisal should come with an employee’s goals for the year so that they can align their work with these benchmarks.
Keeping Track of Employee Attendance
Management Information Systems (MIS) can play a key role in Human Resources (HR) by helping organizations keep track of employee attendance. By tracking employee attendance, organizations can identify patterns and issues that may need to be addressed. Additionally, MIS can help managers verify that employees are where they are supposed to be and that they are working the hours they are supposed to be working. Finally, MIS can help organizations keep track of vacation and sick days, which can be important for both payroll and compliance purposes.
Regular Employee Feedback
Employee feedback is a critical part of the performance management process. It helps employees understand what they’re doing well and where they need to improve. Most importantly, it sets expectations for what’s coming in the future so that both parties know what’s expected and can plan accordingly. One way that your MIS system can help you up your HR game is by giving you access to past employee feedback, including anonymous comments from all your employees. With this data at your fingertips, you’ll be able to review past comments and have more informed conversations with your staff.
Employee Benefits and Payrolls
The most important aspect of HR is keeping track of employee benefits and payroll. This can be a daunting task, but with a management information system (MIS), it can be much easier. With an MIS, you can have all of your employee data in one place, making it easy to track and manage. Plus, an MIS can help you automate some of the more tedious aspects of HR, like tracking vacation days and issuing paychecks. If you’re looking to up your HR game, an MIS is a great place to start.