Human Resource Information System (HRIS)

 

Human Resource Information System (HRIS) Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. HRM is the acronym for the term “Human Resource Management”. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performancemanagement ,organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM can also be performed by line managers.

 

A Human Resource Management System (HRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, or simply “Payroll”, refers to the systems and processes at the intersection between human resource management (HRM) and information technology.  

It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software.

 

the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

 

What is Human Resource Information System? The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management ,and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.   Typically, the better The Human Resource Information Systems (HRIS) provide overall:

Purpose

Human Resource management is based in the utilization o femployees in achieving two main goals within a corporation or other type of organization.

The first goal is to effectively make use of the talents and abilities of employees to achieve the operational objectives that are the ultimate aim of the organization along with realizing the goals of the organization,Human Resource management also seeks to ensure that the individual employee is satisfied with booth the working environment and the compensation and benefits that he or she receives.

Key Elements of HRM

HRM allow enterprises automate many aspects of human resource amangement with the dual benefits of reducing work load of the HR department as well as increasing the effeciency of the department by standardizing HR process currently HRMS have the following key modules.

Organizatin

The organization module is organization structure such as company, location, department, designations, employee group and organization change such as resignation, termination, transfer, promotion.

Time and Attendance module automates time tracking related process and enhance the organization performance by eliminating paperworks and manual process associated with time and attance needs. the sophisticated module helps to efficiently organize labor data, improve the workforce management andminimize errors in enforcement of company's attendance policies.

Benefits Adminisratin - the benefits administration module provides a system for organizatin to administer and tract employee participation in benefits programs. these typically encompass insurance, compensatin, profit sharing and retirement.

HR Management Information system

The HR management module is a component covering many other HR aspects from application to retirement. the system records basic demographic and address data, selection trainng and development capabilities and skills managment, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position managment and position control not in use. Human resource managment function involves the recruitment, placement evaluation, compensation and development of the employees of an organization.

Recruiting

Online recruiting has become on of the primary methods employed by HR department to garner potential candidtes for available positions within an organization. Talent management system typically encompass.

Trainings - is a module provides a system for organizatin to administer and tract employee training and development efforts the system normally called a learning management system if a stand alone product, allows HR to tract education, qualification and skills of the employees, as well as outlinining what training courses, books, CDs, web based learning or materisal are available to develop which skills courses can then be offered in date specific sessions, with delegates and trainings resources being mapped and managed within the same system sophisticated LMS allow managers to approved training budget and calendars alongside performance management and appraisal metrics.

Employees Self service - this module allows employee to query HR related data and perform some HR transactionover the system employees may query thier attnedance record from the system without asking the information from HR personnel. the module also lets supervisors approve O.T. (overtime) request from their subordinates through the system without overloading the task on HR department.

Reports - this module provide customized reporting according to employees individual needs. any number of reports canbe defined by selecting from a range of search criteria and report fields. report definitions can be save to avoid repeating this task. once the report definition save the report can be generated by providing the required criteria data. many organization have gone beyond the traditional functions and developed human resource management information systems. which support recruitment, selection hiring job placement, performance appraisals, employee benefits analysis, health safety and security, while others integrate an outsource Aplicant Tracking System that encompasses a subset of the above.

Advantage of HRM System

While these above mention HR modules each provide benefits to the HR department itself, the applications also aid the enterprises as a whole.

HRM system convert human resources informatin into a digital format, allowing that information to be added to the knowledge management system of the enterprises. the result of this is that HR data can be integrated into the larger enterprises resource planning (ERP) system of the enterprise.

in analysing enterprises wide resource usage this data can prove invaluable. data related to the time usage of the workforce can enhance the decision making abilities of management, allowing the HR department to form an integral aspect of strategy formation for the enterprises as a whole.

E-HRM - this module is the (planning, emplementation) appication of information technology for both networking and suporting at least two individual or collective actors in their shared performing of HR activities.

E-HRM - is not the same as HRIS(Human Resource Information System) which refers to ICT systems used within HR departments nor is it the same as V-HRM or Virtual HRM

E-HRM - is in essence the devolution of HR functions to management and employees. they access these functions typically via intranet or other web technology channels. the emplowerment of managers and employees to perform certain chosen HR functions relieves the HR department of these tasks, allowing HR staff to focus less on the operational and more on the strategic elements of HR, and allowing organization to lower HR department staffing levels as the administrative burden is lightened. it is anticipated that, as E-HRM develops and becomes more entrenched in business culture, these changes will become more apparent, but they have yet to be manifested to significant degree.

Types

these are three tiers of E-HRM these described respectedly as:

Operational - operational E-HRM is concernedwith administratives functions - payroll and employee personal data

Relational - E-HRM is concerned with supporting business process by means of training, recruitment, performance management and so forth.

Transformational - E-HRM is concerned with strategic HR activities such as knowledge management, strategic re-orientation.

an Organization may choose to pursue E-HRM policies from any number of these tiers to achieve their HR goals

Purpose

E-HRM is seen as offering the potential to improve services to HR department clients (both employees and management) improve efficiency and cost effectiveness within the HR department and allow HR to become a strategic partners in achieving organizational goals.