The best HRIS platform for employee welfare management is the optimal Human Resource Information System. There are a variety of HRIS platforms that an institution might choose; nevertheless, variables like as user-friendliness, usability, and HR functions affect its effectiveness and integration within the company (Sanjeev & Makkar, 2014). HRIS, a SaaS-based software application that assists the HR department to define rules and procedures to ensure successful staff management. HRIS integrates data management, analytics, data input, information-related solutions, and data tracking to address various HR problems. The HRIS can be used to facilitate payroll, onboarding and performance management as well as recruiting and selection. Identifying the appropriate HRIS platform will be crucial for assisting the organization in managing its personnel and preventing talented scientists and other employees from leaving (Qadir & Agrawal, 2017).
HRIS systems offer many features and characteristics which must be considered in order to determine the viability of the software. First, the system must be compatible with current platforms. HRIS platforms that are adopted should work in conjunction with current HR systems, such as payroll, performance evaluation, and recruiting. Second, the system must be able to manage the workers’ information. The HRIS system must be able to store, analyze and generate information about employees, including names, addresses, salary data and performance evaluation data. Third, integration of applicant track systems with HRIS allows institutions to create job descriptions and salaries as well as interview schedules. The integration of applicant tracking systems with the HRIS system is an important feature that allows institutions to automatically generate job descriptions, salaries, interview schedules, and other information. It also helps in forecasting labor demand and supply. Fourth, the evaluation of system training, development and management abilities. These systems must assist in personal development, determine succession planning procedures, and identify high-talent employees. Fifth, the cost of installation and maintenance. Solutions must be economically viable and not require excessive subscription and administration costs. Security in the sense that external users or unauthorised persons cannot access employee data (Florentine 2020). It is important to assess the security of the HRIS system in light of the frequent cybersecurity breaches.
It is important to consider the interface when choosing which HRIS platform. Platforms with intuitive interfaces allow customers to manage their online business without any technical difficulties. HRIS solutions offer an easy-to-use interface, which allows experienced as well as inexperienced workers alike to complete online tasks quickly and efficiently. OrangeHRM’s platform has a simple interface and clearly explains how employees can access and use the self-service portal. This allows them to communicate with their managers directly. Demir et. al.,2021, also noted that the platform can be used in multiple languages making it easy for Spanish-speaking staff to access the system. BambooHR’s mobile app deployment will allow employees to easily enter information, without having to deal with technical issues. This is an important step in meeting the consumer needs at every stage of the lifecycle. A mobile platform with an intuitive interface would allow the HR department easy access to workers.