Human Resources Information System in Management of Human Resources

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Human Resources Information System in Management of Human Resources


1.0 Introduction2
2.0 Case studies one2
2.1 Description2
2.2 Advantages3
2.3 Challenges4
2.4 Organizational advantage4
3.0 Case studies two5
3.1 Description5
3.2 Advantages5
3.3 Challenges6
3.4 Organizational advantage7
4.0 Conclusion7
5.0 References8

1.0 Introduction

In today's corporate world information system has come to play a very critical role in a business. An information system is used to collect, processes, store, analyse, and disseminate information for a specific purpose. (Turban, 2004) It includes inputs and outputs, and it processes the inputs by using technology, normally PCs, and produces outputs that are sent to users or to other systems via electronic networks. There are many types of IT Support System, such as Transaction processing system (TPS), Management information system (MIS), Office automation system (OAS), Decision support system (DSS), and Executive support system (ESS). Human resources information system (HRIS) is an important type of Management information system (MIS). It provides routine information for planning, organizing, and controlling operations in human resources areas. Human resources information system (HRIS) has been developed in Web-based systems from the late 1990s. In recent years, HRIS application systems generally have been moved to intranets and the Web. Many organizations use their Web portals to advertise job openings and conduct online hiring and training. The main functions of HRIS are as following: using the web for recruitment, position inventory, Human resources management (HRM) and salary surveys, employee selection, performance evaluation, training and human resources development, payroll and employees’ records and achieve employee relationship management. HRIS applications were mainly related to transaction processing systems, and it can be used by the middle level of an organisation. For the Human resources managers, they can use this system to achieve HR management and support higher level manager and top manager to decision business strategies. This report will introduce the advantages and challenges of HRIS through two organization cases which are IBM Company and International Information Products Company LTD (IIPC). From cases, we also can understand that HRIS help organizations to develop different aspects of business in competitive business environment.

2.0 Case studies one


The efficiency of HRIS, the systems can able to produce more effective and faster outcomes than can be done on paper. Some of the main applications of HRIS are as following: Clerical applications, applicant search expenditures, risk management, training management, training experiences, financial planning, turnover analysis, succession planning, human resource planning, accident reporting and prevention and strategic planning. With the many different applications of HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs. IBM is a global organization offering research, software, hardware, IT consulting, business and management consulting, ring and financing. It employs around 340,000 people, speaking 165 languages across 75 countries, and serving clients in 174 countries. (Steven, 2009) IBM's paperless online enrolment system has been introduced in 1999, and it has proved to be a winner for both the company's 135,000 active U.S. employees and the company, according to Cathleen Donnelly, senior communications specialist at company headquarters in Armonk, New York. The company saves $1.2 million per year on printing and mailing costs alone, Donnelly (Senior Communications Specialist) says, and the employees can take advantage of a variety of technologies to learn about issues, research program information and access decision...
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