Does HRIS Include Payroll?

When you’re looking to add an HRIS (Human Resource Information System) for your company, you’ll see many options with a wide range of features. One of the most commonly asked features is payroll: Does HRIS include payroll?

HRIS stands for the Human Resource Information System. It is a software or solution for data capture, tracking, and staffing information needs, payment, management, and accounting functions within an organization.

Usually, like a database, hundreds of companies sell some form of HRIS, and every HRIS has different capabilities.

Therefore, choose your HRIS carefully based on the strengths you need in your company. As HRIS becomes increasingly complex, choosing between different systems is enough to disable the HR department.

Watching a technology company where computer technicians were available to go through three different HRIS systems for ten years before finally settling into their current system serves as education to them.

Their skills in work and application were rarely matched by the marketing hype that led to the selection. That is why choosing HRIS is an important business venture.

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Payroll: What It Is

Payroll is a list of company employees entitled to receive payments, other employee benefits, and the amounts they are entitled to. This is done using a payroll module.

The payroll module calculates your employees’ working hours and attendance information. Then, the system automatically activates active taxes and other deductions and generates the required payment checks.

Read also: What is an HRIS Specialist?

So Does HRIS Include Payroll?

While we cannot say that every HRIS system includes payment, it is safe to say that almost all HRIS systems include payment.

This is because payroll management is much more complex than most people realize, and it is one of the best automation tasks.

It will be helpful to consider the requirements to understand why almost all HRIS programs include payrolls.

A large amount of information must be considered, even before the initial payment is processed. Any system you use needs to be able to manage the following for each team member:

  • Current name and contact information
  • Tax collection status (federal, regional, and local government)
  • Additional requests for a tax deduction
  • Payment Frequency
  • Earnings per hour
  • Exemption
  • Paid time management (PTO).
  • Managing additional leave time, including family medical leave act (FMLA grants), maternity/paternity leave, death leave, and unpaid leave
  • The structure of the bonuses
  • Health insurance
  • Potential salaries

This is important information to remember, but when you consider that tax rates and policies are changing, it necessitates that employees move or change their filing status.

Making mistakes in payment is a big problem. It is one of the fastest ways to reduce employee morale, frustration with management, and profitability.

However, there are also major legal solutions to certain payment errors, including problems with the IRS or provincial governments.

You can also sue group members who have not been properly paid or have not been provided with the benefits required by law.

This consideration explains why almost all HRIS systems include payroll management. Many businesses say no single job is better suited to automation than payroll.

HRIS systems that include payroll generally provide employees with a way to track their time, manage authorized staff punctuality when required, automatic overtime calculations, automatic break 

time tracking, and seamless tax deductions. Typically, these programs allow you to pay team members with a few clicks, saving you from stress and hassles.

Important Considerations For Your HRIS Options

The choice of HRIS is a stressful situation as there are many options. Choosing the right options for your company is a challenge. Going through the information provided by each system is a challenge, too.

Vendors have often commissioned sellers who can verbally tell you that the system will meet your needs. In addition, you can check the trustworthiness with multiple sources, including current customers, online chat groups, LinkedIn, other members, and Google updates.

Here are some factors to consider when choosing your HRIS.

Number Of Employees

Remember that even if your company is small today, it may have twice as many or ten times as many employees in the future, so choose a plan that can grow with your business.

System Skills

Another important factor is that most HRIS can only achieve part of what you need to achieve. In these cases, you will want to ensure that the components of any additional systems work together. Also, do not take the vendor’s word about affiliate programs. Do your research to find out and get the best.

Training And Support

Check again to see what ongoing training and support are available to your employees. You should also ensure that the vendor’s promises regarding training and tracking after purchase are recorded right in your contract.

Also, check with other organizations to ensure that your chosen company has a history of ongoing support and assistance. Many do not.

Read also:  What is the difference between HRD HRM and HRIS?

Expected Performance Of Better HRIS Options

In general, better Human Resource Information Systems (HRIS) provide full;

Management Of All Staff Information

Data like names, titles, addresses, and salaries are essential starting point. Salary and position history, reporting frameworks, performance appraisal history, and other important employee information.

Documents Related To The Company

This includes things like staff letters, emergency procedures, and safety guidelines.

Benefit Management

You will want benefit management, including registration, status changes, and personal information updates. A good plan allows employees to view and update their information, including vacation tracking.

Full Integration With Payroll

This integration will include other company financial software and accounting systems. Once these are connected, you can verify that the payment is correct.

There is absolutely no disconnection between the official salary level and the information you have on your payroll. If plans do not work out, it is easy to update the salary in the system.

Applicant Tracking And Administration

If your system is connected, the employer can click the rental button, and the system will transfer all information from the applicant to the employee. This saves a lot of time.

You can verify the accuracy of the applicant submitting their information when applying. If the same system produces the offer letter as the payment system, the salary will be fully matched, and there will be no misunderstanding.

Performance Improvement Programs

The personnel can conduct reports to see where people are and what their managers are planning about their future sequence.

Disciplinary Actions

It is important to follow up on who has been suspended, demoted, or marked by other negative actions against them even after an employee has left your organization.

When a company calls and requests a former employee’s reference, it is easy for the HR department manager to review and report on the person’s eligibility for re-employment.

Read also: What Are The Names Of Some Human Resource Information System (HRIS)

Benefits Of Good HRIS

Active HRIS provides information on almost anything a company needs to track and analyze its employees, former employees, and applicants.

Your company will need to select an Employee Information System and customize it to meet your needs. If your company is on the verge of growth, choose a system that can grow with you.

It is not expensive to use basic HRIS, but make sure that whatever you use meets the real needs of your company.

Want to be able to use profit reports? Post organization charts? Allow managers to access previous performance measurements electronically. Do you want everything done through the HR department, or would you like managers to access and enter the information themselves?

With proper HRIS, Human Resources employees allow employees to make their updates and address changes, thus freeing HR staff to perform additional strategic tasks.

Additionally, the data needed for human resource management, knowledge development, growth and career development, and equity management are processed.


What Are The Challenges Of HRIS?

1. Employee and Manager Trainings
2. Configuring HRIS for Optimization
3. Quality and Accuracy of Information
4. Complying with the Legal Requirements
5. Ensuring data security.

What Type Of Information Should Be Kept On A HRIS?

Can collect and store data on an organization’s employees, like their name, address, age, salary, benefits, time and attendance, performance reviews, and more. 

Why Does HRIS Fail Sometimes?

Poor Planning.
You’ll need to plan out each phase of the implementation to ensure optimization.

What Kind Of Software Is HRIS?

The human resources information system is a software designed to help businesses meet core needs and improve the productivity of both managers and employees.

What Are The Components Of HRIS?

Components of HRIS - Does HRIS Include Payroll

Time and Labour Management
Payroll Function
Benefits Management
Employee Interface
Talent Acquisition

Which HRIS Systems Are Best?

Top HRIS systems include:
1. Paycor.
2. Ceridian.
3. Criterion.
4. APS Payroll and HR.
5. isolved.
6. Eddy.

Is HRIS A Database?

An HRIS provides comprises a database that stores applicant tracking functions, onboarding, employee demographics, compensation and benefits choices, time-tracking, and much more.

How Many Steps Are Involved In implementing HRIS?

6 Steps of HRIS implementation.


Human Resource Information System (HRIS) is an online software or solution for data capture, data tracking, and Human Resources information.

Does HRIS include payroll? The HRIS uses payroll system management and accounting services for companies under them. Considering the right HRIS for your company? We hope this article helps you make the right choice.

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