All HRIS systems are managed through their dashboards. These dashboards vary depending on the user and need for information. In this video, learn the most common examples.
- All HRIS experiences begin with a user dashboard, whether that user is an administrator, manager, or an employee. When you're evaluating an HRIS program, you'll want to ask how user friendly is the dashboard. Is the program easy to navigate and intuitive by nature? How visually appealing is it? Can you customize user experience, whether it's yours or somebody else's? As with any dashboard, it's purpose is to help you navigate to the information you most commonly use.
A typical HRIS dashboard will provide quick access to important data. In a smaller organization, it may be information like which employees are out of the office, and who's having a birthday today? In a larger organization, the dashboard may share data points, like current hiring, or payroll metrics. In most all dashboards, you can configure the dashboard to highlight those program features and data you want to access first.
HRIS dashboards include access to data about attendance, compensation, employee profiles, events, including birthdays and work anniversaries, employee headcounts, job openings, policies and procedures, training and development, and various reports, whether built into the system or customized by you. Most of these dashboards can also be customized with company logos, even colors, which is important for company branding purposes.
These dashboards can be restricted, based on proper user access. Most of today's HRIS programs are mobile friendly and will allow access to these dashboards across a wide variety of devices. This is important for HR executives who tend to move around, and because many employees access their benefit and other information, from outside the workplace. Mobile access is especially important for companies who use remote employees.
There's a way for them to input their time and attendance. As a side note, as with many software programs, HRIS systems have been challenged to provide access for visually impaired employees. The ADA requires employers to provide reasonable accommodations, which includes access to software and other electronic and information technology. Companies can accommodate visually impaired employees by using screen readers and other third party devices.
The bottom line is the dashboard for an HRIS has much to do with the user experience, including that for administrators, managers, and employees. In most programs, you'll have an opportunity to configure the dashboard to support your specific usage needs. Assess what your administrators, managers, and employees need to see on the dashboard, when they log into the HRIS program.
DISCLAIMER: This course addresses US law concepts that may not apply in all countries. LinkedIn (including Lynda.com) and the instructor are not giving legal advice. Neither Linkedin (including Lynda.com) nor the instructor represent you. The information conveyed through this course is similar to a college or law school course; it is not intended to give legal advice, but instead to communicate information to help viewers understand the basics of the topic presented. The views and legal interpretations presented in this course do not necessarily represent the views of LinkedIn or Lynda.com.
- Using dashboards
- Recruiting and hiring
- Managing the onboarding process
- Payroll integration
- Managing employee leave and time off
- Using HRIS systems to support performance management
- Working with learning management systems
- Reporting and compliance