免費內建 HRIS

An HRIS (human resources information system) is a software solution that helps organizations manage employee data, streamline HR processes, and improve decision-making. It centralizes key HR functions like payroll, benefits administration, recruiting, and performance management, making HR operations more efficient and data-driven.

A well-design HRIS typically supports these six core HR functions:

1. Employee information management: Stores and organizes employee records, including contact details, job history, and performance data.
2. Compliance and reporting: Helps HR teams comply with labor laws and generate reports for audits and strategic planning.
3. Recruitment and onboarding: Facilitates hiring processes and helps onboard new employees.
4. Time and attendance: Monitors employee work hours, tracks absences, and integrates with payroll for accurate compensation.
5. Payroll and compensation: Automates payroll processing, tax calculations, and compliance with labor laws.
6. Benefits administration: Manages employee benefits like health insurance, retirement plans, and leave policies.

An HRIS helps solve several common HR challenges, including:

• Administrative inefficiencies: Reduces paperwork and automates manual HR tasks.
• Data inaccuracy: Minimizes errors in payroll, employee records, and compliance reporting.
• Compliance risks: Helps track regulatory requirements and labor law changes.
• Poor employee experience: Offers self-service portals for employees to access their payroll, benefits, and schedules.
• Lack of HR analytics: Provides data-driven insights for better workforce planning.

Deel customers experienced the benefits of using an HRIS first-hand:

• PostHog was dealing with inefficiencies in manually managing workforce data. With Deel, they simplify processes that would typically require a larger People team, saving over $50k USD annually.
• Feedier used Google Sheets for employee data, time-off requests, and payslips, which created administrative headaches and slowed workflows. With Deel, they centralized 100% of their workforce data and reduced the HR administrative workload by 50%.
• Cake lacked the local expertise to hire in strategic regions and ensure labor and tax law compliance. Deel saved them over $3k USD per hire in compliance costs.
• Hero Gaming struggled with decentralized HR systems, payroll difficulties, scattered information, and no formal approval processes. Deel has enabled them to provide their contractors with a fantastic working experience, a centralized workflow, and flexible payment systems.

Not all companies use an HRIS. Smaller businesses may manage HR manually with spreadsheets or basic payroll software. However, as a company grows, the complexity of HR tasks increases, making an HRIS essential for efficiency, compliance, and scalability.

The choice between an HRIS and an HCM (human capital management) system depends on your organization's needs:

• An HRIS is best for companies that need a system to manage core HR tasks like payroll, compliance, and employee records.
• An HCM is a more comprehensive software that includes the same functions as an HRIS plus more strategic functions like talent management, succession planning, and advanced analytics.

Signs you need an HRIS:

1. Your HR processes—payroll, benefits administration, and compliance tracking—are becoming too time-consuming.
2. Errors in payroll, tax compliance, and reporting are increasing.
3. You need better record-keeping and self-service options for employees.
4. Your workforce is growing but remains relatively simple—If you primarily employ full-time staff in one or a few locations, an HRIS is usually sufficient for managing personnel records, tracking attendance, and running payroll.

Signs you need an HCM:

1. You manage a diverse workforce—contractors, gig workers, international employees, remote teams.
2. You need advanced compensation and benefits management, especially if your company has structured bonus programs, equity-based compensation, or an international pay structure.
3. You’re hiring and managing talent globally and require multi-country payroll and global tax compliance for your people.
4. Talent management and leadership development are a priority.
5. You require workforce planning and data analytics.

The Deel platform’s built-in HRIS includes features like:

• Employee directory: Centralizes worker data for consistent records across contracts, tax forms, and payroll.
• Onboarding and offboarding: Automates compliance forms, tax declarations, and final pay.
• Time-off management: Tracks leave requests and syncs payroll automatically.
• Workflow automation: Streamlines approvals (expenses, time off) with real-time payroll sync.
• Document management: Securely stores contracts, compliance forms, and other critical documents for easy access.
• People analytics: Combines HR and payroll data into actionable dashboards.

Deel simplifies global workforce management by integrating hiring, payroll, compliance, and worker development into one unified solution:

• Manage EOR employees, direct employees, and individual contractors compliantly in 150+ countries.
• Leverage unified HR and payroll analytics and real-time insights for improved decision-making.
• As processes become more complex with an organization’s growth, our customizable workflows and automation features help streamline operations, reduce manual tasks, and maintain consistency across HR functions.
• Drive efficiency with AI, get instant answers on labor laws, generate reports, and more.
• Drive user adoption with a simple and intuitive self-serve platform for all users, HR admins, team managers, and workers.
• Use the HRIS to power a fully integrated HR tech stack with our complementary solutions for payroll, talent management, compensation, global hiring, device lifecycle management, and more.

Our Global HRIS is built into the Deel platform and is offered to Deel customers at no additional cost.

Deel makes the HRIS migration process seamless by assigning a dedicated onboarding manager to work directly with your team every step of the way. Our comprehensive support includes detailed guides and step-by-step video tutorials that walk you through every aspect of the transition, ensuring your team is confident in using our HRIS solution. For organizations seeking a deeper level of support, we also offer expert HR consultancy services to address complex needs and set up processes from scratch.