d.

Who are using it

Human Resources has an information system by which it helps them to fulfill job functions,
even the most basic job tasks, such as reporting and compliance, payroll and compensation analysis,
benefits administration, applicant tracking, and skills inventory.

On the other hand, functionally managers expect HRIS to provide data to achieve goals and
objectives. They expect that the system provides information for performance appraisal and
management, team and project management resume processing, recruitment and retention, skills
training and testing, and management development all below HRIS to manage it for the organization.

In addition, individual employees become end users of several HRIS applications, such as self-
service, benefit options, career planning, or training and development. Oragnization drew attention to
the importance of web-based access and self-service portals that have facilitated the use of the
system for employees

HRIS Customers/Users

Customers or users can consist of employees and non -employees.

Organizational staff includes data analysts, clerks and also people who work with the
organization. They are employees who are involved with the use of HRIS, as long as they are still
under the management of the company then the employees are also users of HRIS.

Organizational managers have similarities in their main need which is to have access to
accurate data that can facilitate them to make decisions related to the affairs of outsiders especially
employees who work for the organization. HRIS has such a huge role in the organization i.e.
information on performance appraisal, recruitment, selection, training, maintenance, potential
appraisal, payroll, team team, areas of improvement and further contributes to the formulation of
strategic goals and objectives which are all handled by several employees and also managers.

Data Analysts on the other hand are to assist not only in collecting relevant data but also in
filtering and reviewing it first before it is presented to the manager. Data validation assists managers
in decision making. There are various models available for data analysts.
Potential Decision Makers are assisted by technical analysts, who interpret data
through various programs into simple language so that managers can have easy access to them.
Clerks mostly devote their time to providing backup support and spend most of their time providing
assistance. They will make sure every minute about the details of HR functions to help HRIS is well
managed and any HR details are safely stored. There are also certain employees who are self -
employed i.e. they plan their own vacation or retirement scheme based on company policy in
computerized form.
Non -employee job seekers rely on job portals to gather knowledge about HRIS. They don’t actually
interact directly but on a specific service partner.

Based on the classification in terms of data usage and information, data can basically be classified
into 3 categories:

- Information about the employees and also include details of their biographies and similar
information about the level of education and knowledge, skills or competencies they possess.
- Organization -based information such as organizational structure, job descriptions and
specifications, various positions, jobs and so on related to organizational information
- The third type of information is basically a combination of the 2 categories above. For example:
information that gives a picture of employee performance and information about employee or
consumer compensation can consist of employees and non -employees.
e. List of function

To provide accurate information on human resources and their functions as well as relevant external
and internal environmental factors of the organization.

To provide information relevant to the organization.

To provide timely information to HRIS users.

i.Organizations need information about human resources and their functions, but also need
information from their external environment. Thus, HRIS plays a role in collecting, storing,
manipulating, analyzing, retrieving and distributing information from the internal and external
environment.
ii.HRIS in an organization should be developed in such a way that the data stored in it can be used for
multiple outputs. Due to the wide range of uses of this data, there is a need to develop a complete
information collection, processing and flow system

There are different kinds of HRIS systems and software. Because an HRIS encompasses all the
functionalities for HR, all separate functionalities are part of the system. These functionalities include:

1. Core HR
2. Payroll
3. Employee Benefit
4. Training
5. Performance Management
6. Time Tracking and Leave
7. Onboarding