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A Human Resource Information System is a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by an organization about its human resources, personnel activities, and organization unit characteristics. In today’s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of MIS in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers.
With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. Therefore more and more organizations are adopting computer based human resource management systems (HRMS). This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management.
An HRIS need not be complex or even computerized.
This assignment will review the major components of a Human Resource Information System (HRIS). In every case the purpose is to provide information that is either required by human resource stakeholders or supports human resource decisions. CHAPTER-1 1. Introduction: HRIS is an effective and efficient catalyst for integrating human resource management and Information Technology. This was common with all the various definitions of HRIS. The composition of HRIS includes input, maintenance, and output. Input function enters personnel information into the HRIS.
The maintenance function updates and adds new data to the database having entered data into the information system. The output is considered the most visible function of an HRIS. HRIS process that output, adjust it in such a way that it is understandable. In general, to maintain a competitive advantage in the marketplace, firms need to balance the resources available to the firm to achieve the desired results of profitability and survival. The resources that are available to the firm fall into three general categories: physical, organizational, and human.
The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labor market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption behind this assignment is that the management of employee information will be the critical process that helps a firm maximize the use of its human resources and maintain competitiveness in its market. 2. Objective of the Study:
To know about the human resources management information systems. 2. To understand the demand of the HRIS software HumaNET in various verticals of the Corporate World and also Business Development of the same using various promotional tools. 3. To prepare an ROI (Return on Investment) report in order to convince the business organizations about the benefits and returns they are bound to reapon purchase and implementation of the software. 4. To back up the claims made by the organization about their product. 5. To find out the degree of usage of various modules of HRIS by different organizations.
6. To know about the emergence. 7. To know about the activities, types, needs of HRIS. Chapter-2 2. Definition of HRIS: Tannenbaum (1990) defines HRIS as a technology-based system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization’s human resources. Kovach et al. , (1999) defined HRIS as a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by organization about its human resources, personnel activities, and organization unit characteristics.
Furthermore, HRIS shape an integration between human resource management (HRM) and Information Technology. It merges HRM as a discipline and in particular basic HR activities and processes with the information technology field (Gerardine DeSanctis, 1986: 15). As is the case with any complex organizational information system, an HRIS is not limited to the computer hardware and software applications that comprise the technical part of the system it also includes the people, policies, procedures, and data required to manage the HR function (Hendrickson, 2003) 3. Development of HRIS :
Recent developments in technology have made it possible to create a real-time information-based, self-service, and interactive work environment. Personnel Information Systems have evolved from the automated employee record keeping from the 1960s into more complex reporting and decision systems of late(Gerardine DeSanctis, 1986: 15). Today, managers and employees are assuming activities once considered the domain of human resource professionals and administrative personnel. This represents a significant break with the past, but an improvement in overall organizational effectiveness.
Consequently, given the authority and relevant accessible information for decision making, both managers and employees respond more quickly to changes (Lengnick-Hall and Lengnick-Hall, 2002). 4. BACKGROUND OF THE STUDY The spacious arrangement of HRM activities for example, planning, recruiting, selection, and training just to mention but few place enormous responsibilities on supervisors and managers alike. These embrace analyzing jobs, planning labour needs, selecting employees, orienting and training employees, managing compensation, communicating (which includes counselling and disciplining), and maintaining employee commitment.
As we know, human resource management (HRM) issues have been major concern for managers at all levels, because they all meet their goals through the efforts of others, which require the effective and efficient management of people (Dessler et al. , 2000). In order to get better understanding on the role of human resource information system (HRIS) in strategic human resource management (SHRM), we are conducting this research. The main idea to show how the performance of the HRIS can be improves competencies of human resource management task.
As the business need to be competitive in a market, they have increase their performance same as the human resource management. Strategic human resource management is one of the important components in the company. They are handling the people, which are employees, managers and all links with the company. The human resource information system (HRIS) is considered to be of strategic as well as management importance. In research as well as in practice, it believed that an effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants.
The company will need to select a Human Resources Information System and customize it to meet their needs. The greater degree of human resource information system is strongly associated with higher levels of performance, which has been a prevalent assumption behind much human resource information literature. Review on the past research, it had focus more on the effects of the role of human resource information system towards strategic human resource management by impacts of job roles and the size of the company. This research focuses more on the element of job roles, size of the company and competencies of human resource task. [W-5]
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