Rizal Technological University

College of Business and Entrepreneurial Technological University

Human Resource and Development Management

Bermejo, Rom Cris

CBET-17-503E

I. Introduction to Human Resource Information System

The video presentation that is entitled as “Introduction to Human Resource

Information System” indeed gave its audiences a background about the said system in
general. This video presentation defined Human Resource Information System as
computerized system that provides current and accurate data for purpose of control and
decision making. The video also left fall the Activities of Human Resource;
Transactional such as Benefits Administration, Record Keeping and Employee
Services; Traditional that includes Recruitment, Selection, Training, Performance
Management and Compensation; and Transformational that is compromised by
Knowledge Management, Strategic Redirection, Renewal and etc. The presentation
also discussed the relationship of data, Information and Knowledge to each other,
wherein he simple talks about that data is facts, information as interpretation of data and
knowledge as information given meaning. As for Database Management Systems it was
define as application with database that turn data to Human Resource Resources. This
Database Management System also enables effective data management such as
Identifying the data reversing to make decisions, defining the characteristics of the data,
organizing the data and restricting access to the data. This database system plays a big
role in the Human Resource Information System. On the other hand, Cloud Computing
also introduced in the video presentation which explains as the computing architecture
that uses the internet as the central remote servers to maintain data and application,
while the architecture that combines products from multiple vendors system
development cycle is called Best of Breed. When the company is in the process of
phase that includes planning, analysis, design, implementation and maintenance, the
company is more probably in System Development Life Cycle which defines as a formal
multistage process through which information system is implemented.
Since Vendors are mentioned, on the latter half of video presentation, it
deliberate the process of working with vendors which firstly include the Request for
Proposal or the RFP which is document that solicits proposals and bids for proposed
work from potential consultants or vendors, then the RFP Recommendation standard
that includes focus on the Business Requirement, specific, simple and closely working
with Human Resource and its staffs. As for the Vendor Selection, the video presentation
set a standard for vendor selection that incorporate with the functionality, architecture
and integration, price, and vendor longevity and viability. For its last topic, dashboard
and data integrity was the last terms that were given definition and clarity. Dashboard
which enrich component of reporting, align real time analysis or of all organizational and
HR process as well as increased capacity to aggregate organizational data, contain
business unit analysis to permit managers to trill down to examine matrix on several
levels in organization, and allows users to maintain a current snapshot of key human
resource matrix.

II. Topics from Module 1.2:

Data and Information Needed of Human Resource Manager

A. Data that Human Resource Department Collects

Human Resource Practitioners are all aware that Human Resource
Management covers a lot of faucet, in Human Resource Department, people in
charge in said department also covers a lot of data to collect and that includes;
Hiring Statistics, this is statisticians are more on puzzling and finding the rates of the
people within the company in terms of acceptance, hiring and hiring projections.;
Turnover, which can have two meanings, one, getting tracked of how much money
were taken by company in a particular period of time, or the tracking of employee’s
rate who leaves the work and/or replaced.; Compensation and Benefits, which all
employees are familiar of, it is being in charge into the benefits and salary of the
employees.; Exit interviews, for employee’s final interview before leaving the
company and getting their back pays.; Employee Complaints, which are very
important to the Human Resource Department, it is where the department base their
next step on what and where should the department focusing on in terms of
employees demand.; Promotion and Advancements, this data pertains to not only
about the promotions of the employees but also to the demotions. Advancement, for
getting data of employees’ heads-up on what may probably or expected to happen in
few working days,; and Human Resource Budget and Expenditure as is.
B. The Usage of Data
Data collected by the company can be used in a lot of situations in both
professional industry and personal life of the employees. Module 1.2 includes some
example as follows;
a. Employee Count- The employee base, or the number of workers
employed, is critical data for HR to track. Everything from the ratio of
HR staffers to employees to the organization’s ability to negotiate
group health insurance rates depends on the number of employees.
b. Voluntary EEO or Equal Employee Opportunity- HR tracks this data
to demonstrate equal employment opportunity practices and to
determine if the company should embark upon specific outreach
measures to attract a diverse pool of qualified applicants.
c. Wages- Current salaries and wages are obviously tracked for accurate
payroll processing; however, tracking historical data on the company’s
wages is equally important.
d. Training Expense- Many organizations track this data according to
the average amount expended per employee or the aggregate amount
for the HR department’s fiscal year spending. Data related to training
expense also is useful in determining whether to conduct in-house
training to outsource it.
e. Recruitment and Retention- Recruitment data may include applicant
counts, number of interviews granted and hiring process outcomes for
measuring the effectiveness of the company’s recruitment and
selection methods. While, Retention data, as in the number of
employees who stay with the company, and turnover data are valuable
data for calculating cost per hire as well.
C. Sources of Data
Human Resource cannot produce a data by just a snap of finger. Also,
Human Resource Department should have to be careful on what is accurate data
and what is needed and necessary to the company and expected to e useful not
only in present, but also, in future references. Sources of Data include Analytical
data from Various department such as Finance or Marketing Department. Second is
by survey, survey is one of the most effective way of sourcing data, Human
Resource can produce result as much as they want as long as they have
respondents. This could be a big help specially for gathering concerns about the
organizational progress and complaints. Lastly, sourcing data from external Sources,
it is outsourcing data collection from external data warehouse.
D. Capability of Human Resource Information System
Unquestionably, Human Resource Information System plays a big role in the
company’s modernization of keeping files and processing employee related
information, but, below are things and capabilities that Human Resource Information
System is focusing to process:
a. To create and maintain employee records;
b. To ensure legal compliance;
c. To enable managers to forecast and plan future HR
requirements;
d. To provide information to managers and HR so they can
manage knowledge and manage talent;
e. To provide information to enable HR plans and activities to align
more effectively with the organization’s strategic plan and;
f. Assist managers with decision making by providing relevant
data so they can make more effective and informed decisions.
E. Human Resource Planning and Forecasting
Information from the recruitment, training and development, and
administrative subsystems, such as number of open positions, types of positions,
employee skills and competencies, job rates (salaries), retirement eligibility, and
employee turnover rates, can be used to help managers develop long-range
staffing plans and provide valuable information to HR professionals.