Name: Deanne Lorraine V.

Guinto                                                     Quiz 8 HRM

1. Enumerate  and Explain types of HRIS ( 30 PTS)

The manager benefits greatly from operational HRIS. It gives the manager all of the information
he or she needs to make routine and repetitive human resource decisions. Many operational-level
human resource management systems collect and report on human resource data. These systems
typically contain information about the organization's employees and positions, as well as
information about governmental regulations.

The following are two major sub-divisions of operational HRIS:

1. Employee Information System

Employee information systems are an important component of operational HRIS.
Organizations must keep track of an employee's records and details pertaining to all
types of personal and professional details such as name, address, gender, minority
status, citizenship, education, previous professional experiences, and much more.
2. Position Control System
Position control systems are introduced in an organization to identify each position
within the organization, the job title under which the position is classified, and the
employee currently assigned to the position. A HR manager can identify details about
an unfilled position by referring to position control systems.
3. Performance Management Information Systems
Data from performance appraisals and productivity information systems are included
in Performance Management Information Systems. This system is frequently used as
evidence in employee grievance proceedings. Careful documentation of employee
performance and how it was measured and reported is critical for the acceptance of
appraisal information in a grievance hearing. Beyond the decision to retain, promote,
transfer, or terminate an employee, performance management systems can lead to a
variety of other decisions.

II. Tactical HRIS 

Tactical human resource information systems provide managers with support for resource
allocation decisions. These fall under the purview of human resources and include
recruitment decisions, job analysis and design decisions, training and development, and
employee compensation plans. Tactical HRIS also has a few subparts, which are
discussed further below:

1. Job analysis and design information system

Data from supervisors and workers, as well as affirmative action guidelines, are inputs to
the job analysis and design information system. Inputs also include information from
outside sources such as labor unions, competitors, and government agencies.

2. Job analysis and information system design

Data from supervisors and workers, as well as affirmative action guidelines, are inputs to
the job analysis and design information system. Inputs also include information from
outside sources such as labor unions, competitors, and government agencies.

3. System recruitment for information systems

The organization must create a proper recruiting plan in order to direct the recruiting
function. The plan is intended to address gaps such as vacant positions to be filled and
employee skills required for these positions.

4. Systems for employee training and development

Another important area where HRIS is widely used is in employee training and
development. Individuals who are not only interested in but also capable of benefiting
from the training must be targeted.

III. Strategic Human Resource Information Systems (HRIS)

Strategic HRIS is concerned with assisting with labor negotiations, workforce planning,
and the use of specialized human resources software. The main goal is to have a general
understanding of labor resources and workforce planning. The following are the major
types of strategic HRIS:

1. Systems of information that support in workforce planning

Organizations engaged in long-term strategic planning, such as those planning to expand
into new market areas, build factories or offices in new locations, or add new products,
will require information about the quantity and quality of available labor to achieve their
objectives. This is accomplished through the use of information systems that aid in
workforce planning.

2. Software for specialized human resource information systems

There has been a significant amount of software developed to ensure the proper operation
of human resources. Software designed specifically for the human resource management
function is classified into two types: comprehensive human resource information systems
software and limited-function packages that support one or a few human resource
activities.

IV. Comprehensive HRIS

Employee files, position files, skills inventory files, affirmative action files, job analysis
and design files, occupational health and safety files, and many other human resource
files are constructed in a coordinated manner using database management systems
software so that application programs can produce reports from any or all of the files.