Download to read offline
Uploaded bySchizophrenic Rakib
Human Resource and Management: Information System
The document defines Human Resource Information Systems (HRIS) as a systematic approach for managing data related to an organization's human resources, including data collection on payroll, performance, and recruitment. It outlines the components of HRIS, its implementation process, and its applications in strategic HRM and reporting. Additionally, it addresses ethical and evaluation issues associated with HRIS and hints at future topics such as job analysis.
Human Resource and Management: Information System
- 1. Human Resource Information Systems:A Definition • HRIS -- Systematic procedure for collecting, storing, maintaining, retrieving & validating date needed by the organization about its human resources.
- 2. HRIS Components • Datacollection: – Payroll & benefits – Performance appraisal – Training & development – Recruitment & selection – Employment & job data • Report generation
- 3. Acquiring & Implementing HRIS NeedsAnalysis Design & Development Implementation & Maintenance
- 4. Needs Analysis • Determinedepartmental needs for data • Determining needs for reports • Analyze short and long term needs • Determine system specifications • Vendors bid or packages are considered • Make decision on system
- 5. Design and Develop •Decide on project plan and user groups • Purchase system • Modify and customize • Develop procedures and guidelines • Test system and user acceptance • Convert data • Train systems staff
- 6. Implement & Maintain •Train HR users • Make system available to HR • Develop user documentation • Conduct field analysis • Test system and user acceptance • Maintain & enhance • Evaluate & modify
- 7. Using HRIS inHRM • Strategic HRM • Job analysis • EEO reports • Recruitment & selection • HR development • Performance appraisal • Compensation& benefits • Health & safety • Labor relations • The future
- 8. Ethical & EvaluationIssues • Ethical issues – Disclosure – Privacy • Evaluation issues – Efficiency – Equity
- 9. Backwards & Forwards •Summing up. We review the components of HRIS and its uses in HRM from strategic HRM to reporting EEO data, linking compensation and performance appraisal and a look at expert systems. Finally, ethical considerations were considered. • Looking ahead: Next time we take up the issue of job analysis, the foundation for much of the work in human resource management.