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Human resources information systems


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Human resources information systems

  1. 1. Human Resources Information SystemsThe mission of the Department of Human Resource Information Systems (HRIS) is to developand lead information system plans that meet Human Resources’ automation, data, records andinformation management requirements. The department’s primary focus is on establishingintegrated systems for the administration and deployment of strategic Human Resourceinformation, programs, and services.Human Resource Information TechnologyA major objective of HRIS is to increase Human Resource Managements capacity to leverageand assimilate new and emerging technologies; streamline workflow; maximize accuracy,reliability, and validity of workforce data; and ease deployment and collection of data andinformation.Records and Information ManagementAnother major objective of the Department of HRIS is to develop electronic historical employeerecords for the University. HRIS maintains the Official Personnel File (OPF) which is theprimary repository for the University’s workforce. The department’s continuous effort is onenhancing the integrity and relevance of Human Resource information and working toward theimplementation of a paperless work environment.Customer ServiceHRIS constantly strives for excellence in customer service. The department’s activities center ona multitude of task to include the following: HR and Management Reporting Human Resource Website Leave Accrual Rate Reconciliation (Service Computations) Request for employee data and information Request for University Official Personnel Records System Security Access Control
  2. 2. AbstractThe purpose of this paper is to discuss the relationship between Human Resource InformationSystem (HRIS) functions and Human Resource Management (HRM) functionalities. Thetheoretical framework of this paper is based on previous HRM and HRIS research where thecontributing role of HRIS is measured by the compliance and application level of HRISfunctions to HR functionalities. A survey questionnaire was sent to five different banks and aresponse rate of 61.5% was received. The target groups of the questionnaire were HRdepartments that include HR managers and professionals in the Jordanian banking sector.In this study, human resource information system functions were found to have a relationshipwith HRM functionalities. More specifically, it was found that strategic integration, forecastingand planning, human resources analysis, and communication and integration have no relationshipwith human resource functionalities. Whereas, it was found that performance development,knowledge management, and records and compliance as dimensions of human resourcesinformation systems have a relationship with human resources functionalities.Advantages & Disadvantages of HumanResource Information SystemBackgroundHuman resources information systems have evolved since the 1980s from relatively simplecomputer applications to virtual vaults of sophisticated human resources information andprocesses. HRIS also is the name of the human resources discipline for HRIS specialists andother human resources professionals involved in the technology for employment and personnelmatters. An HRIS is used for employment actions such as applicant tracking, performancemanagement, attendance, compensation and benefits management, work force analyses, andscheduling. You may hear about Enterprise Resource Planning (ERP) systems into which yourcompany's HRIS can be integrated. An ERP is for all business matters, includingprofitability analyses, inventory control and investor relations data. These sophisticated systemsgenerally are for large employers with complex technology needs. A very popular use of HRIS isemployee self-service. Many employers are utilizing their HRIS to supplement the humanresources department staff by enabling employees for find answers to common questions theywould have asked a human resources representative. An employee self-service component can beused in a small business setting because it can be configured to accommodate work places with adozen employees to companies with 10,000 employees.
  3. 3. HRIS AdvantagesThe advantages of having a sophisticated HRIS or HRMS are many. An HRIS or HRMSmonitored by qualified specialists who know technology and HR functional and tacticalprocesses can manage compliance with federal and state laws, streamline processes forrecruitment and selection, and produce analyses, data and reports for internal and external use.Other advantages of an HRIS include the ease of use for qualification computer technologyspecialists, accuracy of information and the ability to perform HR audits using any combinationof parameters. The employee and manager self-service features are excellent ways to free up thetime of your human resources staff members for project work and other duties. Employees andmanagers can locate answers and information quickly without the need to consult an HRrepresentative every time.HRIS DisadvantagesAn HRIS also can be a problematic for small businesses in which some employees must wearmany hats. If your company isn't big enough to have a dedicated human resourcestechnology specialist, consider outsourcing. Some of the disadvantages of an HRIS involvehuman error during information input, costly technology to update your system and malfunctionsor insufficient applications to support your human resources needs.There is a demand forcomputer and technology specialists with general information technology knowledge, andfinding a qualified specialist with human resources functional area knowledge can be difficult.With such a demand, your cost to hire an HRIS specialist may be far above the average salary fora computer technology specialist. The cost per-hire for another employee in a specialized fieldmay be a stretch for some small businesses.