HRIS- THEORETICAL DIMENSIONS
HUMAN RESOURCE INFORMATION SYSTEM
The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.
Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources. The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource and line managers require good human resource information to facilitate decision-making.
Typically, HRIS provides overall:
• Management of all employee information.
• Reporting and analysis of employee information.
• Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines. • Benefits administration including enrollment, status changes, and personal information updating. • Complete integration with payroll and other company financial software and accounting systems. • Applicant and resume management.
The HRIS that most effectively serves companies tracks:
• pay raises and history,
• pay grades and positions held,
• performance development plans,
• training received,
• disciplinary action received,
• personal employee information, and occasionally,
• management and key employee succession plans,
• high potential employee identification, and
• Applicant tracking, interviewing, and selection.
With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.
An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs.
Applications of HRIS
• HR planning
• Succession planning
• Work force planning
• Work force dynamics analysis
• Employee data base development
• Performance management
• Compensation and benefits
• Learning and development
• Job evaluation
• Benefits management
• Develop innovative Organization Structure
• Salary survey
• Salary planning
Benefits of HRIS
• Faster information process,
• Greater information accuracy,
• Improved planning and program development
• Enhanced employee communications (Overman, 1992).
Barriers to the success of HRIS
• Lack of management commitment
• Satisfaction with the status quo
• No or poorly done needs analysis
• Failure to include key people
• Failure to keep project team intact
• Politics / hidden agendas
• Failure to involve / consult significant groups
• Lack of communication
• Bad timing (time of year and duration)
HRIS are often misunderstood...
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