4 Human Resource Management System (HRIS)

Human Resource Information System (HRIS) can be interpreted as a database system that can combine multiple HR functions for organizations’ human resources’ (HR) operations. In HRIS there is a connection between human resource management (HRM) and information technology. One might say there is no connection between the two terms, as HRIS may focus more on the IT but employees knowing the potential impact of information systems (IS) can use them by managing and maintaining HRIS as this system’s function is planning, decision making and control. HRIS provides a foundation as a tool that can assist managers to achieve organizational’ objectives and evaluation of performance.

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4.1 Development of HRIS

 

4.1 What is in HRIS

A system is a set of components that interact to accomplish goals. The basic mostly use components in HRIS are input, maintenance and outputs. The input function is to enter data entry to the HRIS system. Due to advanced technology, the method of entering data now can be in the form of scanning the papers. Paper scanning can also detect images, signatures and handwritten texts. The function of maintenance is updating or adding new data to the system. Maintaining these data are crucial as system need to be up-to-date to the organization’s process The most valuable function of the system is output. The output will be processed to generate valuable outputs for users. A well designed HRIS will serve the organization’ HRM and goals.

 

Information is also an important element in HRIS. For many organizations to be valuable to managers and decision makers, informations should have specified characteristics such as accessible, accurate, complete, reliable, secure, timely and others. Valuable information can help managers in deciding where to invest in the future.

 

Reference (Role of Human Resource Information System in Banking Industry of Developing Countries )

4.2 Functions of HRIS in organizations

HRIS is expected to perform these functions; 1. Data collection and 2. Data management. The nature of data varies for different organizations and the method of data collections depend upon the type of data is required. After data are collected, irrelevant data should be filtered and useful data should be classified so that it can be used in the future. Data management system involves processing, storage, retrieval, evaluation and dissemination of data.

 

According to Hendrickson, HRIS must create a functional system that can assimilate procedures in managing human capital. (2003) These functions of HRIS need to be able to increase efficiency and effectiveness of HR functions in organizations.  Usage of technology in human resource information system will allow more transactions to be collected. Though technologies in early years provided efficiencies in HRM but now data record can be used even in small organizations. Modern HRIS also improve effectiveness of data management, large data can be process and execute faster with accuracy by using this system.

 

          4.2 Role of HRIS

reference Human Resource Information System (HRIS): Important Element of Current Scenario Barkha Gupta

 

          Figure 1

 

HRIS help organizations maximize use of human resources. In large oragnaizations, HRIS is the central in supporting the HR functions (Figure 1) and plays a critical part in the operations of each functions. HRIS provide organizations with control and planning tool which contributes to overall effectiveness of a firm or organization. Human resource information system objective is to provide accurate and reliable information for the users of the system in making decisions. HRIS can be used in HR planning and analysis. Recruitments can be posted through HRIS where applications can be scanned and stored. Employees performance appraisal, benefits and trainings are also in the system. Managers will be able to see employees’ performance and update employee on any new assignments or tasks, Employees can check the system for available job opportunities within the company and check their work performance. A typical HR functions involve record keeping, recruiting, selection, training, retention anf compensation which human resource information system functions.

 

4.3 Who use it? Does it help the organ?

HR professionals, managers, employees

4.4 Why use it?

4.5 How can it be implemented?

As HRM is an existed system/ , IS is implemeted to the HRM to make is more syncronised

4.6 The benefits of using it?

4.7 Different type of HRIS to be use in different area

1.     employee information system

2.     position control system

3.     selection and placemetn information system

4.     performance management system

5.      

 

Examples of organ using HRIS

Scholars research or studies on hris

After implementing – evidence of organ / scholars

What can be derived from the role of HRIS