Human Resources Information Systems (HRIS) For Better HR Operations


Prof. Dileep Kumar M.
Ex-Professor Symbiosis (SCMHRD, SCDL), IIIT, SCMLD, SBS Pune Human Resources Management (HRM) is the attraction, selection, retention, development, and utilization of labor resource in order to achieve both individual and organizational objectives. Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources (Tannenbaum, 1990). The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource and line managers require good human resource information to facilitate decision-making. An extensive study by Towers Perrin study revealed the following benefits of Application of HRIS HRIS can be applied in the following areas of HRM                   HR planning Succession planning Work force planning Work force dynamics analysis Staffing Applicant recruitment and tracking Employee data base development Performance management Learning and development Compensation and benefits Pay roll Job evaluation Salary survey Salary planning International compensation Benefits management Develop innovative Org. Structure Develop IT

HRIS Benefits: HRIS has showed many benefits to the HR operations. A few of them can be detailed as;

very useful for Benefit Applications. skills & training module. skills shortages. Special Events. Enterprise Resume Processing. Generate a wide range of reports.HRMS: Oracle iRecruitment. Organization Charts. align succession plans etc. Improved planning and program development. Warehouse SAP HR: Human Capital Management (HCM) for Business. employment history.000 employees. Notes customer information. CORT: HRMS: applicant tracking. Enterprise Services Procurement. iVantage is a Web-based HRIS product designed for organizations with up to 10. Competency Management. Separation information. Training Administration. HRIS-Pro Net (employee/managerial self-service). Reports-to information. Wages information. Leave Tracking Module         . unexpected vacancy.o o o o Faster information process. HRSOFT: Identify and track senior managers. Job history tracking. Status tracking. EEO. Skills tracking. Employee Summary Screen for Basic. HR Automation (eNotification and eScheduler). Applicant/Requisition Tracking. to someone else or to everyone using HRA . replacement tables and succession analysis reports. compensation. Discover talent deep. flexible spending accounts. Workforce Planning. internal Messaging System for leaving reminders to yourself. Cost center tracking. Position Control/Succession Planning. VANTAGE: HRA: 'Point-and-Click' report writing. SPECTRUM HR: iVantage® and HRVantage®. All-in-One: Rapid HR. 1992). Payroll. and Enhanced employee communications (Overman. Human Resource MicroSystems: sophisticated data collection and reporting. Documents and photos. Leave (Absenteeism) and Salary/Position History. Oracle Time and Labor PEOPLESOFT: Enterprise eRecruit. time off. Identify individuals for promotion. career development. Oracle Self-Service Human Resources. Reviews and tracking. HR Intelligence. Greater information accuracy. Oracle Learning Management. Reminders. Disciplinary Actions. Wage information. Mass update and change tools etc. Evaluators. and Performance Pro (performance management) ORACLE. qualifications. Attendance tracking and calendars. Assess management skills and talents. emergency information. Barriers to the success of an HRIS: o o o o o o o o o Lack of management commitment Satisfaction with the status quo No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration HRIS software:   Abra Suite: for human resources and payroll management ABS (Atlas Business Solutions): General Information. employee profiles. resumes.

They are also coming up with very specific software modules. They may not be very tech savvy and fear being left out. it is best to consider the evolving nature of human resource information systems applications. which provides the means by which users of the system access and utilize these data. This is because of a number of reasons. Increase of knowledge workers & associated information. the general perception is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities. which would cater to any of their HR needs. SAP and Peoplesoft provide HR modules within their business intelligence software. Hence HRIS would soon be an integral part of HR activities in all organization. The HRIS thus contains tools that allow users to input new data and edit existing data. But HRIS would be very critical for organizations in the near future. But trends are changing for the better as more and more organizations realize the importance of IT and technology.. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. Learning organization The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis created by "technology" and "IT" in the minds of senior management. such programs provide users with the opportunity to select from an array of predefined reports that may either be printed or displayed on a monitor. In order to understand the types of applications available to HRIS users. and a database management system.Critical Analysis Although almost all HR managers understand the importance of HRIS.      Large amount of data and information to be processed. which contains one or more files in which the data relevant to the system are maintained. Project based work environment.g. an HRIS consists of a database. As in other types of information systems. The . succession planning. Reports may address any of a number of different HRM issues (e. A human resource information system (HRIS) is defined as a computer based application for assembling and processing data related to the human resource management (HRM) function. HRISs also generally include tools by which users or system administrators may generate ad hoc reports and select specific cases or subsets of cases for display. equal employment opportunity monitoring). compensation planning. Employee empowerment. in addition.

necessitating more sophisticated use of information. calculating pay and printing checks). Virtually all such systems were based on mainframe computers and required extensive support from information systems professionals. leading to greater automation of the record-keeping function in the HRM field. The emergence of the human resource management field (versus personnel administration) gave the human resource function greater credibility within the managerial hierarchy. Many HRM departments in larger organizations have also developed internal information system capabilities. Another important factor has been the development of numerous HRIS products by external vendors. Computer applications used in the field were generally limited to basic record keeping and payroll management systems. so that HRIS units have been established. especially as it related to the strategic management function. A number of trends seem to have contributed to a growing reliance on computers as information-processing and decision-aiding tools in HRM. Thus.g. Prior to that time. Firms have experienced increased competitive pressures that have translated into greater cost containment demands from upper management.. both for mainframe and micro platforms. In general. where databases reside on a central server . although numerous other such products exist. human resource managers had little opportunity to design sophisticated reports and computer-based analytical tools to aid in managerial decision making. The ready availability of microcomputers and relatively userfriendly software means. that to an increasing extent.HRM field lagged behind a number of other functional areas of management in the utilization of computer applications. human resource-dedicated database management systems available. There are several full-featured. Many of these utilize client-server architectures. Perhaps the best known of these is PeopleSoft. human resource managers are no longer dependent on information system professionals to develop and implement applications (which might be assigned a lower priority than other management functions). but beginning in the late 1980s extensive use of sophisticated applications began to appear. manual record systems often dominated in personnel or human resource departments. which generally involve the automation of relatively routine tasks (e. uses of computers in HRM fell into the category of electronic data processing applications.

Specialized applications. a number of web sites document HRIS resources on the Internet.g.and are accessed from individual workstations. coupled with declining costs of computer systems (especially microcomputer systems) and the increasing userfriendliness of computer applications. And not surprisingly. review new products and carry articles highlighting changes in the field. including HRISs. Examples of commonly used integrated systems that include HRIS modules are SAP and Oracle. are also widely available. a comprehensive index of Internet resources related to human resource management.. These products. employee performance evaluation. As a result of the rapid change in computer and software technology. job evaluation. have meant that the use of HRISs is increasingly attractive to practitioners. . applicant tracking. and labor relations. grievance handling. via local client applications. These include modules to aid in such areas as succession planning. There is also a trend toward enterprise-wide applications that integrate information system applications for various managerial functions (e. . Leading practitioner-oriented magazines. and allows firms to collate information from multiple sources to facilitate strategic planning at the business unit and corporate levels. HRIS vendors often demonstrate products at such shows. HRIS-related products are constantly upgrading and changing. finance. benefits administration. such as HRMagazine (published by the Society of Human Resource Management). markets a fairly up-to-date database listing a wide-range of HRISs and supplementary programs—along with descriptions of the capabilities of these systems—to guide managers in selecting appropriate products. There are also several conferences and shows held annually around the United States that are dedicated to advances in HRM-related information technology applications. Advanced Personnel Systems. intended to supplement HRISs. economizes on information system development at the enterprise level. which facilitates communication across functional areas. human resources). A comprehensive listing of major HRIS sites can be obtained through the "Software and Technology" section of Workindex. connected to a network. a California-based HRIS consulting firm.

it is also quite feasible to establish live links between an intranet and a firm's HRIS. servers. let them submit suggestions.) to gather and disseminate information within the firm. or pension fund. obtain coverage information. An intranet is an internal network that makes use of World Wide Web technology (browsers. however. the linking of HRISs to organizational . And the business firm's continuing demand for information to facilitate planning and strategy formulation will necessitate further reliance on HRISs. Intranets obviously require extensive security measures to prevent inappropriate changing or accessing of data. vacation time. forms. The user may check on the current status of his or her fringe benefits. Another variant is the extranet. An important driving factor is that HRISs facilitate process reengineering in the HRM area. While it is quite easy to generate static extracts of HRIS data tables. but are usually secured in a variety of ways so that only authorized users can access the information on the internal components. Thus a health insurance company might establish an extranet that links to the intranets of its major clients. intranet displays can be tailored to the needs of specific users. and facilitate filing of various claims. allow them to bid on job openings. etc. In addition. Thus employees can complete forms online that enroll them in benefits programs. relying on World Wide Web technology. and HRIS products are increasingly emphasizing their functionality in intranet environments. Employees in client organizations can then connect to the insurance vendor's extranet from within the employer's intranet environment in order to check on the status of their policies. Finally.Perhaps the most significant development in the HRIS area currently is the growing use of organizational intranets as a means of managing many aspects of a firm's HRIS. queries. training program enrollment. and reports for posting on an intranet. Again. file claims. The issues seem to have been addressed. such systems allow organizations to interact with clients in a secure environment that mimics the Internet. and follow-up on outstanding claims. This allows real-time collection and display of information. Intranets may be linked to the external Internet. Functions that once were carried out manually and in many steps can often be largely automated. thus promoting greater efficiency. All indications are that HRISs will continue to play an increasingly important role in the HRM field.

referenceforbusiness.html#ixzz2E0bIuOzb . Read more: http://www.intranets is apt to gain in popularity as a relatively inexpensive and appealing means of gathering and distributing human resource

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