Human resource information systems can enhance the effectiveness of the human resources department in executing functions such as recruitment and payroll. HRIS managers provide the technical and analytical support required to ensure that these systems work efficiently. These managers can work in a wide variety of settings, from educational institutions and government agencies to business entities.
Using the Necessary Skills
Strong analytical, troubleshooting and problem-solving skills are integral to the competence of HRIS managers. When employee management software crashes, for example, the manager uses these skills to troubleshoot the software and implement appropriate solutions, as well as uses operating systems and programming tools effectively. HRIS managers also need strong leadership skills to guide and supervise the HRIS team, which may include database administrators and data analysts. Good communication skills are also important to these managers, because they need to write clear and concise reports and communicate effectively with vendors of information systems.
The main responsibility of HRIS managers is to ensure that an organization has the systems it requires to increase the operational efficiency of the HR division. For example, a newly established company may hire an HRIS manager to analyze the functions of HR division, including personnel development and benefits administration, and determine the information systems it requires. This manager may then lead the procurement exercise, working to ensure that the company acquires high-quality and efficient systems. He may also oversee the installation of these systems.
Another duty of the HRIS manager is to ensure that all end-users of HR systems have the knowledge to operate them appropriately. To achieve this, she may perform a skills evaluation exercise on end-users to identify their deficiencies and develop training strategies that can meet their needs, such as conducting hands-on training or preparing user manuals. HRIS managers also maintain positive working relationships with vendors of HR software and systems and provide recommendations to senior managers on the deployment of information technology in the organization.
To become an HRIS manager, you need to earn at least a bachelor’s degree in information technology or human resource management. Because job experience is a key employment requirement, you can begin in entry-level positions, such as database administration, and work your way up as you gain more work experience. HRIS managers who obtain post-baccalaureate certifications in management information systems and join professional organizations such as the Management Information Systems Association can enhance their prospects of becoming top IT directors or chief technology officers. MISA provides professional development resources such as seminars and training workshops.