Human Resource Information System (HRIS)

 Human Resource Information System (HRIS)

 

Figure 01: (Anon., 2017)

HRISs have begun to target the entire business, including senior management, line managers, and, of course, employees, thanks to the usage of online technology. Studying HRIS has gotten more difficult as HRISs have evolved into information systems enmeshed with all parts of a business. In other words, HRISs are the consequences of the convergence of the ICT and the organization, not a technology (Magalhaes & Ruel, 2007).

HRIS is a system that allows you to keep track of all of your employees and their personal information. It’s normally done in a database, or more often, a collection of databases that are linked together.

Levels of HRIS usage

Figure 02: Levels of HRIS usage

Key Functions of HRIS

An HRIS typically includes modules to handle the following activities as an HR tool: Personal information, rewards and remuneration, human resource planning, recruitment, and selection, attendance and leave, competency management and performance appraisal, career and succession planning, and training and development.

HRIS Modules

HRIS has a number of basic modules that can help your company’s HR process run more smoothly. These are optional modules that you can purchase based on your needs. The components can be combined into the system to create a fully functional HRIS.

The most popular HR system modules include; Employee master information module, leave, corporate communication, time attendance, employee self-service, performance appraisal, HR dashboard, payroll module, and benefits administration module.

What are the advantages of HRIS?

· Cost benefits/ speed - Manually maintaining and updating records is a time-consuming and costly process.

· Accuracy – Reduces the like hood of information transfer errors. Computerized data is accurate and trustworthy.

· Work reallocation

· Easy data maintenance

· Timely and accurate decision making – Provides the organization with an integrated, comprehensive information system.

· Analysis – Information analysis is challenging with a manual record system. It’s possible that HR won’t be able to provide useful information that would impact decision-making.

· Less paperwork

Conclusion

It has both advantages and downsides for users, just like any other information system. In terms of HRIS, advancements are made from time to time to make it easier for users to manage and monitor HR operations, although downsides do arise from time to time. These drawbacks will drive us to improve and produce a better HRIS in the future.

References

Anon., 2017. 6 Reasons to Invest in a Cloud-Based HRIS. [Online]
Available at: http://www.empxtrack.com

Magalhaes, R. & Ruel, H., 2007. Studying Human Resource Information System from an Integrated Perspective: A Research Agenda. s.l., SciTePress, pp. 130-146.