Pacific University, Udaipur
In the present globalized era the environmental changes took place very frequently. So if an organization wants to compete in the cut throat competition they have to cope up with these changes. In the past several decades, technology has had a dramatic impact on human resource management (HRM) processes and practices. For example, technology, especially the World Wide Web, has helped modify many HR processes including human resource planning, recruitment, selection, performance management, work flow, and compensation. These new systems have enabled HR professionals to provide better service to all of their stakeholders (e.g. Customers, Shareholders, Suppliers, Government, Employees etc) and reduced the administrative burden in the field. Despite the widespread use of these systems, there has been a surprising dearth of theory and research on the topic. As a result, the purpose of this special issue is to (a) Human Resource Information System, (b) advance theory and research on human resource management systems (HRMS) and electronic human resource management (eHRM), and (c) Enhance the effectiveness of these systems in organizations. As a result, this article reviews the evolution of HRIS and provides a brief overview of the existing literature, and introduces the article in the special issue.
“HRIS is a management system designed specifically to provide managers with information to make HR decisions.” In the present vast knowledge economy information is power. For efficient management of human assets, HR professional requires accurate and timely data on Recruitment & Selection, Training and Development, Human Resource Planning etc so the aim of paper is to present a conceptual knowledge of HRIS and to explore the impact of information system on HR performance.
HRM, HRIS, eHRM, HRMS, Stakeholders
Since the emergence of the internet throughout the world around 1995, many business functions have been transformed. After dealing with accounting, finance and marketing, many companies are shifted their attentions to find a better way of monitoring their Human Resource Management (HRM). Many companies are transforming their HRM functions from manual workflow to computerized workflow. Computers have made the tasks of analyzing the tremendous amount of human resource data into a simple task. Computer hardware, software and data base help organizations maintain and retrieve human resource better and simpler. According to Gara (2001) and Walker (1982), a Human Resource Information System (HRIS) will help organizations “keep an accurate, complete, updated data base that can be retrieve when needed from reports and manuals.” Then Tannenbaum (1990) defines an HRIS as a system that will acquire, store, manipulate, analyze, retrieve and distribute information about an organization’s human resources. Kavanagh et al. (1990) defined HRIS as “a system used to acquire, store, manipulate, analyze, retrieve and distribute information about an organization’s human resources. An HRIS is not simply computer hardware and associated HR-related software. Although an HRIS includes hardware and software, it also includes people, forms, policies and procedures and data”.
HRIS is a key management tool which collects, maintain, analyses and reports information on people and jobs. It is a system because it integrates all the relevant data, which otherwise might have been lying in a fragmented and scattered way at various points ion the larger system; converts this data in to meaningful conclusions or information and makes it accessible to the persons, who need it for their decisions. It is a concept which utilizes the development of Information Technology for effective management of the HR...