Knowledge of and ability to operate HRIS for different HR tasks, projects, and processes.
Describes major systems used within the HR function.
Identifies key functions of major HRIS.
Compiles a list of key benefits of and objectives for using HRIS in the organization.
Gathers yearly cost information for the maintenance of HRIS in an organization.
Selects the appropriate HRIS program based on the needs of the organization.
Implements all recruiting tasks, projects, and processes through HRIS.
Analyzes successful cases of HRIS use in different organizations.
Maintains, updates, and analyzes employee information in HRIS.
Integrates HRIS with other organizational financial software and accounting systems.
Advises others on the selection of appropriate HRIS according to organizational needs.
Updates structures and content for the organization's current HRIS.
Directs the adoption of HRIS for employee information management.
Develops and enhances the effectiveness of HRIS applications and sub-systems.
Evaluates the benefits of applying HRIS in the HR function.
Controls yearly budgets related to the application of HRIS in the organization.
Designs and develops multiple, complex and diverse applications for HRIS.
Predicts application trends of HRIS within the organization and industry.
Creates the standards for evaluating the effectiveness of HRIS.
Champions the establishment of best practices for HRIS management.
Plays leadership role in the analysis of the benefits, risks and strategic business impacts of HRIS applications.
Builds standards and procedures for the selection of HRIS.
- Tell me about your past experience with HRIS operations.
- What typical problems did you encounter with HRIS operations in your previous position(s)?
- How did you evaluate the performance of HRIS?
- List the key benefits and objectives of using HRIS in an organization.
- What important factors do you need to consider when operating HRIS?