Management information systems were developed in the 1960s.

Management information system

describes a company and its resources. MIS allows managers to create reports about the
company activities. Company activities can be products produced or sold, services,
inventory, businesspartners and people. MIS keeps company information and resources
organized.

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Information on the HRIS Payroll System

By CL Hardy, eHow Contributor
The HRIS Payroll System is an option businesses may consider as they determine how to
most effectively manage payroll and employee sensitive tax data. The HRIS Payroll system
can be part of a larger Human Resource management or a stand alone system. Companies
may choose to consider integration options, functionality and employee population size
before determining the best way to manage payroll for their organization.
What is HRIS?
1. The Society for Human Resource Management defines Human Resource
Information System or HRIS as a computer database used to gather, store,
maintain, and retrieve relevant employee and HR-related information. HRIS products
can be stand alone software components or elements with a greater network of
solutions called the Human Resource Management System or HRMS. Tools that fall
under these titles usually include recruiting, benefits administration, payroll and other
functions of the Human Resource Department.
Payroll System Function
2. Payroll is the process used to administer the financial record of an employees'
salary, wages, bonuses, net pay and any related deductions. Payroll is usually
updated and delivered weekly, bi-weekly or monthly, and is managed by a Human
Resource representative for the company. The payroll system is the application that
HR Representative will access to store, update and manage all tax information for
every employee. All tax detail must be stored for up to four years by any employer
regardless of company size, making payroll systems a critical tool in business
operation management.
Process of HRIS Payroll System
3. According to "Essentials of Payroll," by Steven M. Bragg, the HRIS payroll system
should include these processes to ensure the ability to report and track employee
salary and tax information in any company: New employee record creation including
tax and medical insurance forms, timecard information, wage summary and
deductions, wage register for the production of tax reports, wage and tax verification,
and the ability to print checks and record any manual payments outside of the regular
payroll cycle.
HRIS Payroll System Integration
 4. Some companies may opt not to integrate a payroll system into the HRIS product. In
an article on HR.com, George Eckhert explains that the HRIS Payroll system's
primary advantage is the accessibility to other data used in the human resource
process, including hiring, benefits administration and training. In an integrated
system, the margin for error is decreased as commonly needed employee
information like name, date of hire, Social Security number and address can be
found in one centralized location. The two types of integration are local and physical.
Local integration means the human resource systems use the same codes, numbers
and fields to capture information. Physical integration means all of the human
resource systems are contained on the same server network within the suite of
products.
Outsourced Payroll Processing
5. For companies that prefer to avoid the time and cost of selecting an HRIS Payroll
System there is an additional option. Some small and mid-sized companies opt to
outsource payroll and other human resource processes. Bypassing the process of
software selection, cost and integration these companies select a service provider to
manage the data for their employee population. In a PricewaterhouseCoopers study
performed in 2004, half the companies surveyed chose to outsource the payroll
process. The remaining half chose to implement an internal software solution.
Companies with less than 500 employees show a slight increase in selecting
outsourcing over an HRIS payroll system.

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How To Set Up a Payroll Accounting

System
By Chrystal Mahan, eHow Contributor
You have started your own business and hired employees. Your employees need to be
paid, and you are not sure what step to take next. Setting up your company's payroll is no
easy task, but it is not impossible. It takes a few simple steps to get started to writing out
those weekly (or bi-monthly) paychecks. With some effort, organization and determination
you will be well on your way to processing payroll.
Difficulty: Moderate
Instructions
Things You'll Need:
• Paper (for notes)
• Accounting software
• General Ledger Paper (optional)
Setting Up a Payroll Accounting System
1. 1
First you must figure out when you would like to pay your employees. Business
owners have a couple of different options. You can pay every week: some
companies choose to do this every Monday or every Friday. You can choose to
pay twice a month: generally on the 1st and the 15th of the month. Another
option is to pay your employees every other week, again choosing either Monday
or Friday. You must also decide if you are going to do payroll in-house using a
general ledger or with accounting software. You also have the option of hiring an
outside payroll agency.
2. 2
Go to the IRS website (irs.gov) and fill out the SS-4 form for an Employer
Identification Number (EIN). This is a mandatory step and will need to be done in
order to process all federal, state and local payroll withholding taxes.
3. 3
Get state and local tax numbers if required. Most states accept the EIN. Check
with your local government agency to see which rules apply to your state.
4. 4
Go to the IRS website (irs.gov) and download the W-4 form for employees. You
will want to make copies and keep extras for new hires. The W-4 forms will show
the withholding status for each employee for federal and state withholding
taxes.

You will have federal, state, Medicare and social security withholding taxes.
Employers must also fill out state forms for unemployment taxes (FUTA). Some
states also have workers compensation as well as city tax.
5. 5
Set up a filing system for payroll records. It is recommended you keep a file on
each employee for all important papers. It is also required by law that you keep
copies of the employee's date of birth, social security number, W-4 form and date
and amount of each payment. For your company's own records you need to keep
the W-2s that have been returned to you, copies of all filed tax forms and dates
and amounts of all tax deposits.
6. 6
Contact your local department of labor for laws regarding sick pay, overtime,
vacation, breaks and lunches. Use this information to determine if you will pay
for these situations and how much.
7. 7
Determine deductions such as insurance, union dues and repayment on
employee loans. Determine additions such as bonuses, advances and loans.
8. 8
Once you have all this necessary information you can start running payroll. You
will give all this information to your payroll agency or plug all this information
into the appropriate fields within the software programs.

Using General Ledger (keeping records by hand)

9. 1
If you decide to do payroll by hand (assuming you do all of your bookkeeping by
hand), using General Ledger paper is your best option. It has all the necessary
lines and columns for you to make your accounts.
10. 2
You will title this ledger page "Payroll"
11. 3
Each line down the left side should have an employee's name.
12. 4
Columns across the page should be labeled net pay, Medicare, Social Security,
federal withholding, state withholding and local/city if required. Another column
you will need is gross pay as well as any other deductions your company may
have.
13. 5
These column headings should then have their own general ledger account.
Many companies just title it "Withholdings" to keep in line with the double-entry
accounting system of debits and credits.
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Tips & Warnings
• Be sure to follow all state and federal laws. Failure to do so can result in heavy fines.

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The Disadvantages of Traditional Payroll
Systems
By Natalie Grace, eHow Contributor
1. Employers are responsible for ensuring that their employees are paid accurately and
timely. To accomplish this feat, employers often use a payroll system. All traditional
payroll systems have their own method of payroll processing. Although they can
provide invaluable payroll services to employers, there are some cons to using them.
Outsource/External
2. An outsourced or external payroll system is used when an employer assigns the bulk
of his payroll tasks to a payroll supplier. Payroll chores include complete payroll
processing, tax filings and sometimes 401k administration. Many employers
outsource their payroll because it is relatively inexpensive and relieves them of
payroll processing burdens.

The downside to this system includes the inability to contact a live payroll
professional when an urgent need arises. The payroll supplier is located off-site and
often couriers the paychecks/stubs to the employer. If employees have paycheck or
direct deposit discrepancies, and the payroll supplier has too many clients or is
understaffed, it can be very difficult getting resolutions as quickly as desired. With the
payroll company operating from a remote location, it can be tough to decipher what is
truly occurring with your payroll until payday. If the payroll company makes tax
errors, the employer may not be aware of it until the government fines him.
In-House Computerized
3. Many employers use an in-house computerized payroll system, which is just as
popular as an external payroll system. All the employer has to do is buy the payroll
software and employ an on-site payroll staff to perform the payroll processing.

The cost involved in paying the payroll staff a salary plus benefits is often a
disadvantage of this system, particularly when compared to the low cost of
outsourcing the payroll. Further, the payroll staff is often responsible for extra tasks
such as tax filings, W-2 processing, benefits administration, direct deposits and
system maintenance. If system problems occur, the payroll staff is often required to
work extra hours to help fix the issue, which can be expensive to the employer. The
payroll staff undergoes considerable stress when payroll errors occur because
employees can approach them directly, rather than waiting on their supervisor to
contact the external company.
In-House Manual
4. The in-house manual payroll system is the most traditional payroll system; however,
it is becoming increasingly uncommon. Employees' time sheet and wage
calculations, payroll verifications, check printing, and tax computations and filings are
 all done by hand. All payroll errors are corrected manually as well, resulting in a
tedious task. The greatest disadvantage of manual payroll systems is their propensity
for errors. With so many calculations being performed by hand, it can be quite easy
to make mistakes and doubly hard to correct them.

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