NAMA : SITTA MIFTAHUSSOFIANA

NIM : 181010502797
KLS : O7SMJE036
MATKUL : SEMINAR PERENCANAAN SDM

TUGAS PERTEMUAN 3
Review of Literature
Human Resource Information System (HRIS) is one of the most important Management
Information Systems, which contributes to human resource administration functions of an
organisation. Aptly described by Kavangah et al., (2007), HRIS is a computer system used to
acquire, store, manipulate, analyse, retrieve and distribute information related to human
resources. Besides hardware and software, it also includes people, forms,policies, procedures and
data. Modern HRIS can help organisations by automating most HR planning functions.HRIS
becomes an important strategic tool since it collects, manages and reports information for
decision-making.Fully integrated organisational HRIS ought to interface with other systems
enabling and enhancing the communication between departments such as payroll system with
accountancy system. Since HRIS deals with employees’ personal data, which is sensitive, it
should ensure data security while transferring information. An HRIS is capable of identifying
trends, evaluating and managing costs, comparing the organisation with other competitive
organisations and issue reports. New HRIS trends seem to have an important effect on HR
planning, embedding new technology with organisational goals and objectives. Enterprise
Resource Planning System (ERP), when linked with the HRIS sub system, provides a distinct
competitive advantage to an organisation over competitors. HRIS is classified into two types
according to their usage: “unsophisticated” and “sophisticated”. Payroll and benefits
administration, employee absence records keeping electronically are listed as “unsophisticated”.
Use of IS in recruitment and selection, training and development, HR planning and performance
appraisal, is classified as“sophisticated”.
Pyburn (1983) is of the opinion that HRIS has become increasingly important to the
successful implementation of corporate strategy. Wade and Tanriverdi (2006) also see it as a
strategic organisational resource.Williams (1997) states that information system strategies could
be random, inspirational or unarticulated thoughts or could be the result of careful analysis and
detailed planning. However, his statement cannot be accepted as it is. The most intelligent option
is to analyse the organisational long-term objectives and develop a strategy at corporate level
rather than having random, inspirational or unarticulated thoughts about an HR strategy. An
organisation can then align the HR strategy not only with corporate strategy but also with other
strategies.Human Resource Strategy: HR strategy aids the organisation to achieve strategic goals
in the medium to long term.Thomas (1996) defined human resources strategy as a co-ordinated
set of actions aimed at integrating an organisation‘s culture, organisation, people and systems
(Figure1). He described HR strategy as the cohesion and consistency of a distinctive pattern of
behaviour. Its relationship to the corporate strategy determines its effectiveness and success.
Systems can be manual as well as computerised processes used to carry out the tasks
within the organisation. Human Resources Information Systems (HRIS) or Human Resources
Management Systems (HRMS) play a leading role in computerised HR Systems. Therefore, HR
strategy plan should not only be in line witcorporative business plan but also with organisational
Information Systems strategic plan.

Figure 1: HR Strategy (Thomas, 1996)

Pattanayak (2000) identified four sub functions: determining the nature of the job to be filled,
type of personal required, sources of recruitment and selection process. HRIS facilitates all four
of those sub processes using its job analysis, skill inventory and E-recruitment features.
Research Methodology For data collection, the respondents were HR managers from mid to large
sized organizations in Pune as they would have the maximum knowledge about their
organization’s Human Resource Information Systems, as compared to the actual users or the
MIS department. Questionnaires were distributed to 50 senior and junior HR executives involved
in both HR planning and HRIS. The questionnaire was based on three main sections i.e., role of
HRIS in recruitment and selection, role of HRIS in training and development and common role
of HRIS in recruiting and training and development.

Explanation of the parts in the image above:

1. IT is the IT usage in HR the major objectives have been to find ways to reduce human
costs and calculate human resource returns meaningfully, through a maze of indirect
costs and long term benefits.
2. Marketing is the activity, set of institutions, and processes for creating, communicating,
delivering, and exchanging offerings that have value for customers, clients, partners, and
society at large.
3. Finance is a broad term that describes activities associated with banking, leverage or
debt, credit, capital markets, money, and investments. Basically, finance represents
money management and the process of acquiring needed funds. Finance also
encompasses the oversight, creation, and study of money, banking, credit, investments,
assets, and liabilities that make up financial systems
4. Sales is the process of persuasion and effort from one person to one person (B2C), or one
person to a corporation (B2B), in order to make a living resource enter the company. This
may occur in person, over the phone or digitally.
5. Production is the process of combining various material inputs and immaterial inputs
(plans, know-how) in order to make something for consumption (output). It is the act of
creating an output, a good or service which has value and contributes to the utility of
individuals.
6. R & D is the Research and development (R&D) include activities that companies
undertake to innovate and introduce new products and services. It is often the first stage
in the development process. The goal is typically to take new products and services to
market and add to the company's bottom line.
7. Corprorate Strategy adalah ruang lingkup perusahaan secara menyeluruh dan arah
perusahaan yang bagian operasi bisnis yang bekerja sama untuk mencapai tujuan tertentu.
Setiap divisi perusahaan sendiri memiliki visi-misi yang ditentukan strategi tingkat
korporasi tertinggi guna mencapai tujuan secara umum dalam perusahaan tersebut.
8. Human resources mission statement is The HR industry is constantly evolving, and a
mission statement helps departments focus their decision-making. For example, if your
department has a goal of providing the best candidate experience, investing in an ATS
that utilizes AI is a sound decision. On the other hand, if maintaining your current
workforce is a priority, then improving your learning management system might take
precedent over hosting multiple job fairs.An HR mission statement also sends a clear
message to candidates about your recruiting methods and hiring practices. It helps you
attract the candidates you want to hire because you can determine if they represent the
goals stated in your HR mission statement.
9. Organizational analysis is the process of appraising the growth, personnel, operations,
and work environment of an entity. Undertaking an organizational analysis is beneficial,
 as it enables management to identify areas of weakness and then find approaches for
eliminating the problems.
10. Human resources analysis is the HR analytics is a data-driven approach to managing
people at work. HR analytics, also known as people analytics, workforce analytics, or
talent analytics, revolves around analyzing people problems using data to answer critical
questions about your organization. This enables better and data-driven decision-making.
HR analytics, also referred to as people analytics, workforce analytics, or talent analytics,
involves gathering together, analyzing, and reporting HR data. It enables your
organization to measure the impact of a range of HR metrics on overall business
performance and make decisions based on data. In other words, HR analytics is a data-
driven approach toward Human Resources Management.
11. Environmental analysis is the An environmental analysis is a strategic analysis tool to
identify all of the external and internal factors that can affect a company's performance.
The purpose is to assess the level of risk various environmental factors pose as well as the
business opportunities they present
12. Human resources planning it’s the genetation of strategic options/choices Strategic
choice refers to the decision which determines the future strategy of a firm. Based on the
analysis the firm selects a path among various other alternatives that will successfully
achieve the firm`s objectives.
Human resource planning (HRP) is the continuous process of systematic planning ahead
to achieve optimum use of an organization's most valuable asset—quality employees.
Human resources planning ensures the best fit between employees and jobs while
avoiding manpower shortages or surpluses.
13. Culture is the character and personality of your organization. It's what makes your
business unique and is the sum of its values, traditions, beliefs, interactions, behaviors,
and attitudes. Leadership, management, workplace practices, policies, people, and more
impact culture significantly.
14. Organization is a group of people who work together, like a neighborhood association, a
charity, a union, or a corporation. You can use the word organization to refer to group or
business, or to the act of forming or establishing something.
15. People management, also known as human resource management (HRM), encompasses
the tasks of recruitment, management, and providing ongoing support and direction for
the employees of an organization. These tasks can include the following: compensation,
hiring, performance management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training
16. System human resources management system, is a suite of software applications used
to manage human resources and related processes throughout the employee lifecycle. An
HRMS enables a company to fully understand its workforce while staying compliant with
changing tax laws and labor regulations.
17. Objectives is The common objectives of HRIS are to make the desired human resource
information available in the right form to the right person and at the right time, at a
reasonable cost, process the data by using most efficient methods, provide necessary
security and secrecy for important and confidential information, and to keep the
 information up to date. Processes of Human Resource Information System involves Data
Collection and Data Management
18. Human resources functional action plan is the continuous process of systematic
planning ahead to achieve optimum use of an organization's most valuable asset quality
employees. Human resources planning ensures the best fit between employees and jobs
while avoiding manpower shortages or surpluses.
here are four key steps to the HRP process. They include analyzing present labor supply,
forecasting labor demand, balancing projected labor demand with supply, and supporting
organizational goals. HRP is an important investment for any business as it allows
companies to remain both productive and profitable.
19. Implementation is the a pivotal process that is often downplayed in the grand scheme of
transitioning to using a new system. To ensure implementation success, companies
should speak to the vendor about the average amount of time typically devoted to
implementing their system.
20. Review and evaluation is The purposes of the annual performance evaluation process
are to promote communication and provide useful feedback about job performance, to
facilitate better working relationships, to provide an historical record of performance and
to contribute to professional development.

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