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, ...