Introduction to Hris

Introduction to HRIS (audio transcript)

Slide 1:

A human resources information system, or HRIS, is used to collect, manage, and analyze data about people in a workforce. In this course we will focus on HRIS for the health workforce, which can include health professionals that are employed in the health sector, those that are qualified but not employed in the health sector, and those that are in training.

The goal of using an HRIS is to track various information related to health professionals, such as their competency and education history, position and salary history, and demographic information.

An HRIS can also facilitate the management of health workers in several ways. For example, an HRIS can include features to create new open positions in the system. Managers can then produce a report showing a list of all open positions, which can then be used for advertising job postings. An HRIS can also track employee leave, as well as maintain records related to transfers, promotions, and salary changes.

There are HRIS that are primarily designed for use by professional health councils or institutions. Rather than tracking employees, these types of HRIS may track health professionals' training, registration, and licensure information, as well as information about where they are employed.

Slide 2:

An HRIS may be designed in many ways. Some may only be used on a periodic basis and hold minimal information or aggregate data. Often these systems are used by planning and policy departments and may be of limited use for day-to-day management of health professionals.

A second major design is that of a routine HRIS, which is intended to be used on a continual basis by HR managers, HR staff, registrars, and others who are involved with the daily management of health professionals. That means they are designed to help HR staff with their everyday tasks. Such tasks may include tracking employee leave and trainings, or updating a person's dependents in order to determine benefit eligibility.

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