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Human resource information system (HRIS) is a system designed to supply information to the human resource management, to help them

in managing the people effectively and efficiently.

The application of computers to employee-related record keeping and reporting, and management decision making

Transaction Processing (e.g payroll)

Management Information Systems (e.g. daily & monthly absenteeism summary)

Decision Support Systems (e.g. How many employees should we hire?)

Expert Systems

Large Organisation

Complexities in Salary Packages

Decision Making

Medical Records Workers Compensation Health & Safety HR Planning Training and Development Jobs

Recruit/ Selection Employment Equity Payroll

Positions Benefits

Employee Relations Pension Admin








Planning Planning

Analysis Analysis

Design Design

Implementation Implementation

Maintenance Maintenance

Right form of information at the right time

Make the information available at reasonable cost

Processing the data by using most efficient method

Provide necessary security and secrecy

Keep the information upto date

Data Collection Data Management






Training & development

Performance management Payroll & attendance records Employee benefits etc

Financial, asset, and cost accounting, production operations and materials, personnel, plants, and archived documents New e-business applications , including customer relationship management (CRM) and supply chain management (SCM).

The Oracle E-Business Suite Financials family of applications automates and streamlines all your financial business processes, for enterprise-wide daily business intelligence that lets you make more informed decisions, improve operations, and reduce costs. A unified data model provides a single accurate view of all your financial information, including a 360-degree view of your customer.

Better safety & Better service Competitive Advantage Fewer Errors with Greater Accuracy

Higher Quality Products

Improved Health Care Improved Communication

Increased Efficiency & Productivity

More efficient administration with opportunities Reduced labor requirements & Reduced costs Superior managerial decision making

When organizations depend more on technology as a substitute to human interactions, loss of potential talents may happen. HR is all about managing people, which requires human interaction and face to face communication, and as human element will always remain significant in HR, a balance should be maintained between the IT and the human aspect. Technological obsolescence also poses to be a problem. Obsolescence occurs very fast that the information relied on obsolete technologies becomes inaccessible in certain cases. Hence, the ROI for the HR technology systems, if not estimated and measured will lead to problems.

In this fast growing market, if you are not aware of the latest technologies in HR, ensure that you dont get left back in the dust, as your competitors are already experimenting new technologies. In particular, Companies need to look at adopting technological assistance in the major HR functions such as recruitment, training, performance management, pay roll, employee benefits etc. HR personnel need to be updated on the technological options that are available, select the best options that will make significant difference to their functioning and leverage them to bring efficiencies. Hence, HR managers have to be keen and far sighted