Human Resources Information Systems (HRIS) Management

Human Resource Management and Talent Development October 25, 2025
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Introduction

The **Human Resources Information System (HRIS)** is the central nervous system of the modern **HR** function, providing the platform for data management, transactional efficiency, and strategic decision support. This focused course equips **HR** and **IT** professionals with the essential skills to effectively manage, maintain, and optimize their **HRIS** platform, whether on-premise or cloud-based. Participants will master system configuration, data governance, security protocols, vendor management, and the use of the **HRIS** for streamlined workflow and reporting. The program is vital for ensuring the **HRIS** operates as a reliable, secure, and strategic asset to the organization.

Objectives

Upon completion of this course, participants will be able to:

  • Understand the architecture and core functionalities of a modern **HRIS/HCM** platform and its role in **HR** strategy.
  • Master essential administrative tasks, including system configuration, module setup, and user permission management.
  • Design and enforce robust data governance policies to ensure data integrity, quality, and consistency across the **HRIS**.
  • Develop and maintain system security protocols that comply with global data privacy regulations (**GDPR, CCPA**).
  • Manage the full lifecycle of an **HRIS** project, from vendor selection and implementation to post-launch optimization.
  • Utilize the **HRIS** reporting and analytics tools effectively to extract data and generate standard and custom metrics.
  • Manage the relationship with the **HRIS** vendor, including service level agreements (**SLAs**), updates, and issue resolution.
  • Design and implement employee and manager self-service functionalities to maximize system adoption and efficiency.

Target Audience

  • **HRIS** Administrators and Analysts
  • HR Generalists and Specialists responsible for system data entry and maintenance
  • HR Leaders and Directors overseeing **HR** Technology strategy
  • **IT** professionals collaborating on **HRIS** implementation and support
  • Payroll and Compensation Specialists using **HRIS** for transactional processing

Methodology

  • Hands-on workshops configuring mock organizational structures and user permission roles in a simulated **HRIS** environment.
  • Group exercises developing a data governance policy and data integrity checklist for a new **HRIS** module.
  • Case studies analyzing the critical success factors and common failure points of major **HRIS** implementations.
  • Individual exercises developing a custom report template to calculate **Cost-per-Hire** metrics from **HRIS** data.
  • Discussions on the challenges of managing data security and privacy in a multi-tenant cloud **HRIS**.

Personal Impact

  • Mastery of **HRIS** functionality, configuration, and best practices for system management.
  • The ability to design and enforce robust data governance and security protocols effectively.
  • Increased personal confidence in managing the technical and functional aspects of the **HRIS**.
  • Enhanced skill in leveraging **HRIS** reporting tools for strategic metrics and data analysis.
  • A foundational understanding of **HRIS** project management and vendor relationship management.
  • The ability to serve as a reliable bridge between the **HR** function and **IT** department.

Organizational Impact

  • Significant improvement in **HR** data integrity, quality, and reliability for business decision-making.
  • Minimized risk of data security breaches and compliance failure with privacy regulations (**GDPR, CCPA**).
  • Increased efficiency of **HR** transactions through process automation and self-service adoption.
  • Better return on investment (**ROI**) from the **HRIS** technology through optimized configuration and utilization.
  • Streamlined reporting and access to strategic **HR** metrics and analytics.
  • Improved employee and manager satisfaction with **HR** services through user-friendly technology.

Course Outline

Unit 1: HRIS Architecture and Strategic Alignment

Section 1: Foundations and Role
  • Defining the purpose and core modules of a modern **HRIS/HCM** (e.g., Core **HR**, Payroll, Benefits, Talent)
  • Understanding the deployment model options: On-Premise, Hosted, and **SaaS** (Software as a Service)
  • Aligning **HRIS** functionality with key **HR** and business process requirements
  • The role of the **HRIS** in supporting the employee lifecycle and self-service capabilities

Unit 2: System Configuration and Data Integrity

Section 1: Setup and Quality
  • Mastering system configuration: setting up organizational structure, job profiles, and regulatory fields
  • Developing a robust data governance strategy for data entry standards, consistency, and ownership
  • Techniques for data cleansing, quality audits, and minimizing manual data entry errors
  • Managing system updates, patches, and version control effectively to minimize business disruption

Unit 3: Security, Permissions, and Compliance

Section 1: Access and Protection
  • Designing a hierarchical and role-based user permission model for controlled access
  • Mastering data security protocols and developing procedures for monitoring access and identifying anomalies
  • Ensuring **HRIS** compliance with global data privacy regulations (**GDPR, CCPA, HIPAA**)
  • Developing a comprehensive disaster recovery and business continuity plan for **HRIS** data

Unit 4: Reporting, Analytics, and Self-Service Optimization

Section 1: Value Extraction
  • Utilizing the **HRIS** reporting module to generate standard and custom **HR** metrics and compliance reports
  • Strategies for integrating **HRIS** data with external analytics tools (e.g., data warehouses, BI software)
  • Designing and promoting employee and manager self-service functions to drive user adoption and efficiency
  • Troubleshooting and resolving common user errors and system performance issues efficiently

Unit 5: Implementation, Vendor Management, and Future Planning

Section 1: Lifecycle Management
  • The key phases of **HRIS** implementation: planning, design, build, test, deploy, and stabilization
  • Mastering vendor relationship management: negotiating **SLAs**, managing system performance, and resolving issues
  • Strategies for managing the process of new module implementation and system expansion (e.g., adding a Talent module)
  • Action Planning: developing a long-term **HRIS** optimization and upgrade roadmap

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