1 Running Head: HUMAN RESOURCES INFORMATION SYSTEMS HUMAN RESOURCES INFORMATION SYSTEMS Human Resources Information Systems Jeannine M. Franz American Military University Human Resources Information Systems Introduction Human Resources Information Systems (HRIS) is the use of technology to achieve the duties and the objectives of human resource management. All activities of the human resource management are consolidated in a software where they can be able to perform the duties that are delegated to the office. It is important for one who is working as the director of a large corporation to learn and know the use of this software. This is because the introduction of technology to the human resource activities is to reduce paper work that is often involved. It also reduces the work that the director is doing if he or she is handling a huge number of employees. In this paper, I will discuss what I have learned so far in this course to include: risk management; e-recruiting; self-service technology; and e-learning and training. The HRIS has reduced the work level that often the HR director had to do, from payment of salary, hiring or firing, bonuses, transfer, promotion or demotion. The application of technology has come in as good reprieve to control this. It has enabled the human resource management office to be able to perform other duties effectively and ensure that they don’t slow the running of activities of the organization. This software reduces the costs of a company since the funds allocated to this department will be reduced with the application of the software. The software increases the decision making and efficiency of the department. The application of the software will boost the activities of the office and thus enhance the activities of the office. It will be important for the office of the director to employ this software to enhance the performance of this department (Hall, 2016). Risk Management There are numerous risks associated with human resources management to include electronic human resources such as; e-recruiting, self-service technology, and e-learning and training. Understanding of the risk management process is important in human resources because identification and mitigation of risks and making risk decisions are crucial to the success of the business and the employees. Decisions need to be made as to the risks that using an electronic management and information system may pose. One risk that really needs to be considered is people risks. It is possible that some risks may not be identified by HRIS. Employees can have issues such as divorce, financial problems, illness, and other personal situations that can impact mission accomplishment. People are important part of business success and they need to feel appreciated and taken care of. Also, ...

1. 1
Running Head: HUMAN RESOURCES INFORMATION
SYSTEMS
HUMAN RESOURCES INFORMATION SYSTEMS
Human Resources Information Systems
Jeannine M. Franz
American Military University
Human Resources Information Systems
Introduction
Human Resources Information Systems (HRIS) is the use of
technology to achieve the duties and the objectives of human
resource management. All activities of the human resource
management are consolidated in a software where they can be
able to perform the duties that are delegated to the office. It is
important for one who is working as the director of a large
corporation to learn and know the use of this software. This is
because the introduction of technology to the human resource

2. activities is to reduce paper work that is often involved. It also
reduces the work that the director is doing if he or she is
handling a huge number of employees. In this paper, I will
discuss what I have learned so far in this course to include: risk
management; e-recruiting; self-service technology; and e-
learning and training.
The HRIS has reduced the work level that often the HR director
had to do, from payment of salary, hiring or firing, bonuses,
transfer, promotion or demotion. The application of technology
has come in as good reprieve to control this. It has enabled the
human resource management office to be able to perform other
duties effectively and ensure that they don’t slow the running of
activities of the organization. This software reduces the costs of
a company since the funds allocated to this department will be
reduced with the application of the software.
The software increases the decision making and efficiency of
the department. The application of the software will boost the
activities of the office and thus enhance the activities of the
office. It will be important for the office of the director to
employ this software to enhance the performance of this
department (Hall, 2016).
Risk Management
There are numerous risks associated with human resources
management to include electronic human resources such as; e-
recruiting, self-service technology, and e-learning and training.
Understanding of the risk management process is important in
human resources because identification and mitigation of risks
and making risk decisions are crucial to the success of the
business and the employees. Decisions need to be made as to the
risks that using an electronic management and information
system may pose. One risk that really needs to be considered is
people risks. It is possible that some risks may not be
identified by HRIS. Employees can have issues such as divorce,
financial problems, illness, and other personal situations that
can impact mission accomplishment. People are important part

3. of business success and they need to feel appreciated and taken
care of. Also, planning on people risks can help management
make decisions and properly manage personnel and incorporate
or revise planning, training, hiring, and discipline policies.
E-recruiting
E-recruiting has come as the modern way of employing people
in an organization. This is where an organization places
vacancies of the available post and the public applies. E-
recruiting then eliminate those that did not meet the threshold.
E-recruiting is the process in which one submits his or her
application online using electronic media. This form of
recruiting reduces the rigorous process that comes with
application manually (Tangjing, 2010). The System has a
deadline set to it and if any application that are made during the
deadline they will be rejected.
As an HR director, it will be important to use this medium for
recruiting workers this is because it is a more effective and sure
procedure. The traditional method of manual recruitments where
one send his or her application late was marred by mischief as
deserving candidates were left out and other application got lost
while in transit. The e-recruiting is important to any
organization because it does not limit those who may apply for
the available post (Hanif, 2013). It further gives the
organization an upper hand since they will have a broad or pool
of skills that they will have to choose from.
The resources that can be used in an e-recruitment is an IT
expert and company website which has been synchronized with
a certain software that would enable it to perform the duty. The
duty of the IT expert will be to sort the files and come up with
those candidates that have meet the criteria that had placed for
the available position the HR was looking for. E-recruiting has
been considered among the best innovation within the field of
human resources. This is because the traditional method
involved setting up of panels, employing people to seek out the
application letters and this consumed more resources and time.
Thereby, the coming of this software has reduced the workload

4. on those carrying out the recruitment and helped in situation
where the person sought is a matter of urgency.
When planning about the e-recruiting, it will be important to
know the reliability, efficiency and cost that would be incurred.
These factors will help in deciding the kind of e-recruiting
software for one to settle for.
Self-service Technology
Self-service technology is where the employee can perform
certain duties that would have instead be completed by the
human resource department. As a HR director, who would want
to ensure that there is increased efficiency and human labor is
saved. The instance in which self-service can be used are:
changing of personal details, address contact and banking
information. As stated earlier the portal saves human labor and
increase the efficiency of the department. This is because the
employees in the department will focus on other departmental
issues (Berry, 2007). Self-service tools that are important are
employee details and pay slip review. This helps the company in
terms of paper work. The employee will be able to view his or
her pay slip and update information. While making
consideration for the e-self–service technology it would be
important to look at various factors that would help one to
decide for an effective software that would able to manage the
affairs of the company. The reliability of the technology must
be guaranteed and the security of the software. This is to the
effect that the software may not be easily hacked and the
information provided by the employees are safe and ensures that
their privacy is maintained.
E-learning and Training
E-learning and training is the process by which companies or
organization carry out this process online. This is to ensure that
the employees are trained remotely that is from where they are.
This has ensured that the company saves cost and resources.
This gives the employee proper training at their comfort and it
can be worked within the schedule of the employee and thus it
does not limit the performance of the employee when it comes

5. to achievement of certain obligation and duties.
The advantages for corporate universities is that they provide
courses online and the students pay school fees. This is an
advantage because they have minimal human resource to seek
and compensate and thus they enjoy a lot of profit. They
administer their exams online and thus the software being used
can be able to generate the results. The tools that are used by
the HR department in educating people include adobe reader,
share it, blue study and youtube. They have been able to ensure
that the employees have been trained effectively as the videos
and information will come in handy in helping them get the
necessary skill the company would want them to acquire
(Mohaptra, 2009).
Technology is an important aspect of training this is because it
will reduce the resources that would have been channeled for
training and manpower. This is in the sense that the company
can send a video link to all its employees to have a look and get
the necessary information needed by the company. Then they
will be tasked to explain the contents of the video and what they
understood. This is to analyses if they have understood what the
training was all about.
References
Berry, W. (2007). HRIS can improve performance empower and
motivate"knowledge workers". Employment Relations Today.

6. Torres-Coronas, T., & Arias-Oliva, M. (2004). E-Human
Resources Management: Managing
Knowledge People. Hershey: IGI Global.
Gueutal, H. G., & Stone, D. L. (2005). Brave New World of
EHR: Human Resources
Management in the Digital Age (professional practice series).
Jossey Bass Inc.
Hall, M. (2016). Human Resource Information System.
Encylopedia of career, 28-38.
Hanif, F. (2013). impact of Human Resource Information
system: substituting or Enhancing HR function. SSRN
Electronic Journal.
Mohaptra, S. (2009). Framework for HRIS implementation in
Non-IT sector. Convergence information Technology, 89-108.
Tangjing, Z. (2010). HRIS Application analysis based onnERP
platform. INternational conference on Information Managment
and Engineering.