Orniz's Human Resource Management System (oHRMS)


                                A Human Resource Management System (HRMS) or Human Resource Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

HR Advocate from Orniz Technologies delivers customizable HR software solutions for domestic and global mid-market organizations seeking to optimize their HR service delivery. HR Advocate can be deployed as a licensed web-based application, desktop application, or it can be delivered on demand as a hosted service.


The fully integrated and flexible structure accommodates sophisticated data collection and reporting in a secure environment. The modular design of HR Advocate with user-defined configuration and customization options allows organizations to implement an HRIS that best meets their business needs.

Modules include training, position control, succession planning, org chart and interfaces to payroll, time & attendance and benefit carriers and administrators. Orniz Technologies’ web products include a portal application for content management, and employee/manager self-service with configurable workflow processes for increasing employee communication and reducing HR administration. Web based recruiting tools include web site job posting, on-line application and hiring manager access to requisition and applicant data.

HR Advocate represents the culmination of 25 years of Orniz Technologies's experience designing, implementing and supporting comprehensive HRIS/HR Software Solutions for organizations that value a strategically focused Human Resources Department.


The function of Human Resources departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "Human Capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by inroducing specialized Human Resource Management Systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client–server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, Application Service Provider, and Software as a Service SaaS or Human Resource Management Systems enabled increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass:

  • Payroll
  • Time and Attendance
  • Appraisal performance
  • Benefits Administration
  • HR management Information system
  • Recruiting/Learning Management # TrainingSystem
  • Performance Record
  • Employee Self-Service
  • Scheduling
  • Absence Management


The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems.

The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions.

The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement.

The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:

produce pay checks and payroll reports;
maintain personnel records;
pursue Talent Management.