Topics: Human resources, Human resource management, E-HRM Pages: 8 (3119 words) Published: June 26, 2013
The report aims at defining HRIS at the first instance and then approaches the definitions from a critical viewpoint. There are various theories and research work of scholars that are available on the subject. The report analyses all the benefits and the challenges that are related to HRIS. The report adopts the case study approach to prove the points and uses eight different case studies of companies that operate in different industries. It could be found that the benefits that are provided by HRIS do not only work for the HR department but also works for all the processes and the organisations. For the analysis of benefits of HRIS, the report takes the example of NAlCO, Achmea, Nestle and Hills International and ascertains the benefits that are attached with HRIS. For the analysis of the challenges that are ingrained with the implementation of HRIS, the report uses the case study of a public sector company, Malaysian Airlines, Ericsson and British Satellite. The report also describes in brief the e-recruitment process that has been a latest trend in the Coles Market Group. In all it could be concluded from the report that the benefits that are associated with HRIS tools far outweigh the challenges that are ingrained with the HRIS software.

Table of Contents
Literature Review4
Benefits of HRIS4
Case Study 15
Case Study 25
Case study 35
Case Study 45
Challenges of HRIS5
Case Study 16
Case Study 26
Case study 36
Case Study 47
E-Recruitment in Coles Super market7

In the modern era of globalisation and competition where both HRM and IT are essential disciplines in all kinds of organisations, there is a desperate need for a tool which integrates both the disciplines. Both the disciplines play a vital role in achieving the strategic objectives set by the company. (Krishna and Bhaskar, 2011) The activities in the human resources department in various industries have no more remained very simple and the management also wants to devise strategic processes to streamline the various operations of human resources and other processes in the organisation. The organisations have been able to handle payroll management, performance appraisal system, benefits administration, recruitment, scheduling of processes and services, etc. with the tools of HRIS.

This report takes for example various case studies of different companies that relate to different industries and analyse their performance after they have adopted the HRIS system. The report analyses the benefits of HRIS that are available to all the processes of the organisation and also the challenges relating to HR, IT and management that are faced in the implementation of HRIS software. The purpose of the report is to emphasise on the benefits extended by HRIS that outweigh the challenges of the software. Definition

The Human Resource Information System can be defined as a tool that integrates the activities of information system and the human resource management into a common storage system. It can be briefly defined as “Integrated systems that are used to gather, store and analyze information regarding and organisation’s human resources.” (Hendrickson, 2003) It could also be defined as the information technology that is used to arrange, store, analyze, correct, retrieve and redistribute the required information. (Rai, 2012) Hendrickson (2003) again points out that the system of HRIS does not only mean the information technology that is associated with the organisation but also includes the critical parts of the human resource system that is people, processes and policies. This system is also concerned with the data that is required to make the HR system in the organisation work effectively. The components of HRIS can be described by the model given below. It suggests, the system of HRIS is concerned of the data management and also with the various...

Bibliography: Hendrickson, A.R. (2003) 'Human Resource Information Systems: Backbone Technology of Contemporary Human Resources ', Journal of labor Research, vol. 24, no. 3, pp. 381-394.
Henson, R. (1996) 'HRIMS for dummies: a practical guide to technology implementation '.
Hustad, E. and Munkvold, B.E. (2005) 'T-SUPPORTED COMPETENCE MANAGEMENT: A CASE STUDY AT ERICSSON. ', Informations systems management, vol. 22, no. 2, Spring, pp. 78-88.
Mohanty, M. and Tripathy, S.K. (2009) 'HRIS in the Indian Scenario: A Case Study of a Large Organization ', South Asian Journal of Management, vol. 16, no. 2, Apr-Jun, pp. 127-168.
Torres-Coronas, T. and Arias-Oliva, M. (2008) Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, IGI Global.
Troshani, N., Jerram, C. and Hill, S.R. (2011) 'Exploring the public sector adoption of HRIS ', Industrial Management & Data Systems, vol. 111, no. 3, pp. 470-488.
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