HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
Human resource management information system (HRIS) refers to as software or a system that is used to handle human resource data in an organization. It is also referred to as a human resource management system (HRMS) (Talwar, 2006). HRIS connects the human resource management department and the information technology department in order to solve human resource data needs in an organization. It is worth noting that most of the leading organizations have a large number of employees and it is difficult and uneconomical to handle all the details of the employees manually. It is therefore important to have a software or online solution to the human resource data needs. Some of the functions of HRIS in an organization include data entry and data tracking among other functions (Compare HRIS, 2008).
This report aims at evaluating the HRIS used by Kharafi National Company. Kharafi National was formed in 1976 from a local contracting company to a global company based in the UAE (Kharafa National, 2007, a). The company offers a wide range of services ranging from project development, facilities management and communication among others. According to the analysis conducted on the UAE companies in 2009, Kharafi National is a multi-disciplined world- class pan- Arabian company that operates internationally. The company has registered a rapid growth in the last 2 decades. For instance, in the year 2011, the company forecasted an annual turnover of US$ 2.5 billion and a workforce of 35136 employees. Among the employees of Kharafi National, managers, superintendents, clerical staff, and technicians constitute 11% ( Kharafa National, 2007, d ).
This means that Kharafi National is a large company with a large number of employees in all parts of the world. The company operates globally with its head office in the UAE. It is therefore difficult for the management at the head office to handle human resource data manually or for the employees in the different parts of the world to visit the head office in UAE whenever they want to submit some information regarding their employment and other activities of the company and policies affecting the employees (Kharafa National, 2007, b). The company therefore has well developed HRIS that enables the management to handle most of the human resources data needs online. Similarly, employees of the company are able to track and update their data without visiting the head office through the company’s HRIS. This report tries to evaluate the Kharafi National’s HRIS in order to determine its impact to the company’s human resource management processes. This report will involve a literature review of all the readily available information about the Kharafi National’s HRIS. The information reviewed will be obtained from the available business journals, Kharafa National’s website, books, online academic journals Description and history of HRIS model used by the company
The Kharafi National’ HRIS is as old as the history of the company. Since the formation of the company in 1976, the company has been giving information technology priority in its activities and human resource management is one of them. The company has embraced information technology throughout its history as a way of improving its efficiency and competencies. The company uses a data warehouse model of HRIS to manage its human resources data. This is an advanced model that standardizes all the systems in the different units of the company. This can be represented diagrammatically as shown below
Source (Talwar, 2006).
The system is controlled from a central palace in the head office of the organization and all the departments can access the company’s data available in the system.
Services provided by the Kharafa National’ HRIS model
The above model connects all the...
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