A Study on Human Resource Information System and its Role in an Organization

With the increasing effect of globalization and technology, organizations have started to use information systems in various functions and departments in the last decades. Human resources management is one of the departments that mostly use management information systems. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HR Information Systems that are used today. Human resource professionals began to see the possibility of new applications for the computer. HR information systems support activities such as identifying potential employees, maintaining complete records on existing employees and creating programs to develop employees’ talents’ and skills. HR systems help senior management to identify the manpower requirements in order to meet the organization’s long term business plans and strategic goals. Middle management uses human resources systems to monitor and analyze the recruitment, allocation and compensation of employees. Operational management uses HR systems to track the recruitment and placement of the employees. HRIS can also support various HR practices such as workforce planning, staffing, compensation programs, salary forecasts, pay budgets and labour/employee relations. This research paper is based on collection of secondary data form various journals and internet. On that basis the conceptual paper is developed to understand the concept of HRIS and its role in an organization.

INTRODUCTION: HRIS (Human Resource Information System) is an integrated system of hardware, software, and databases designed to provide information used in HR decision making. It is concerned with all of the activities related to employees and potential employees of the organization. Computers have simplified the task of analyzing vast amounts of data, and they can be invaluable aids in HR management, from payroll processing to record retention. With computer hardware, software, and databases, organizations can keep records and information better, as well as retrieve them with greater ease. HR functions increasingly started to deploy human resource information systems in their daily work. HRIS were primarily seen as MIS.

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