Answer:
As in all segments of business (marketing, finance, R&D, logistics), it is crucial to adopt the normative information systems in HR.
First of all, HRM systems were created to make HRM easier in general. After the implementation of HRMS, it took HR managers less time to do the usual HR work: payrolls, absence, general administration, hiring management...
Above all, the key takeaway after the implementation of HRMS is the new functionality of generating important reports used for improved analytics. This way, businesses can closely monitor the tendencies and behavior patterns in HR, such as fluctuation rate, absence rate, number of new employees, financial HR ratios...
These metrics are crucial when having an organization strategy that has a conceptual relation to HR. Nowadays, most strategies are related to attracting specific talent pools that are the critical resource for the organization's long-term productivity. On the other hand, key productivity indicators are tightly related to employee satisfaction. All of the named concepts can be easily tracked with HRMS, given that the KPI's analyzed in the system are relevant to the company's strategy.
