Hris Project

Topics: Management, Human resources, Human resource management Pages: 5 (1422 words) Published: May 1, 2006
Information Systems for Human Resources Management

Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting. This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain topics include: •Role and functions of a HRIS for human resources management •Relationship of a HRIS to other information systems

•Process of planning, developing, and implementing a HRIS
•Implications of effective HRIS utilization for health services managers Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into an automated process designed to support the strategic and operational activities of the human resources department and managers throughout the organization. An HRIS database maintains an inventory of people, job skills, and positions and its system draws on these inventories for transaction processing, reporting, and tracking. The HRIS provides a foundation for a set of analytical tools that assist managers in establishing objectives and in evaluation the performance of the organization's human resources programs. The level of system complexity progresses from low to high as it affects and supports increasingly complicated decisions and activities. A health care organization usually aspires to several key goals in automating its human resources management function. The HRIS will provide timely, efficient, thorough and accurate personnel information and analysis. A second goal for implementing the HRIS is to provide an effective match of the needs, skills, and interests of the human resources department staff with other users and departments. The HRIS will also provide uniform processing and utilization of human resources information throughout the organization for a diverse group of the system's users. I have noted below in detail the key learning points that I will apply to the implementation of the HRIS; strategic objectives, operational objectives, and planning. Strategic Objectives for HRIS

The well designed HRIS will serve as the main management tool for aligning human resources department goals with long term planning goals. As human resources issues have been increasingly, recognized as critical factors in planning decisions, the ability of the HRIS to analyze, quantify and model change has enhanced the status of HRIS in other organizations. In a recent study more than 700 human resources executives in the health care industry, human resources strategic planning was identified as the most critical issue they will possibly face in the coming years. Human resources professionals must be involved in these strategic planning activities. Unfortunately, human resources professionals are sometimes overlooked in the planning process, making it difficult to use the information and expertise they can bring to the planning activities fully. Increasing number of executives recognized that an effective HRIS can help fashion and support a health care organization's mission. Managers stress the role human resources information technology can ply in improving human resources management as well as contributing to competitive...

References: Broderick, R., & Boudreau, J.W. (1992). Human resource management, information technology, and the competitive edge. Academy of Management Executive – Chapter 6
Human Resource Information Systems – HRIS (2004). Available on
O 'Connel, Sandra (1994). Planning and setting up a new HRIS. Available on
Peoplehelpers (2003). HRIS Systems. Available on
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