Human Resource Management Unit 10

Unit 10 Human Resource Information System

Structure:
10.1 Introduction
Objectives
10.2 Concept of Human Resource Information System
10.3 Components of Human Resource Information System
10.4 Types of Human Resource Information System
10.5 Application of HRIS in Human Resource Management
10.6 Implementation of Human Resource Information System
10.7 Benefits of Human Resource Information System
10.8 Impact of Implementation of Human Resource Information System
10.9 Summary
10.10 Glossary
10.11 Terminal Questions
10.12 Answers
10.13 Case Study

10.1 Introduction
In the previous unit, we discussed the concept and objectives of job
evaluation. We also learnt competency and the various job evaluation
methods. Information is the unrefined material of planning. A quality
planning effort cannot be done without proper and adequate information.
Information is provided in an organisation by an inter-related set of
procedures and process known as an information system. An information
system especially developed for the human resource management function
is called an HRIS–Human Resource Information System.
HRIS has become one of the most important tools for many businesses.
Even a small, 20-person office needs to realise the benefits of using HRIS to
be more efficient. Many firms do not realise how much time and money they
are spending on manual Human Resource Management (HRM) tasks until
they sit down and take inventory of their time. HRIS is advancing using
Information Technology (IT). It allows companies to cut costs and offer more
information to employees in a faster and more efficient way. Especially in
difficult economic times, it is critical for companies to become more efficient
in every sector of their business and Human Resource (HR) is no exception.

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An information system is an interrelated set of procedures and processes to

provide information for decisions. Information is data that has been
processed so that they are meaningful. It adds to the representation of an
idea. It corrects and confirms previous information. It tells us something
which we did not know. Many organisations have computer-assisted
information systems.
HRIS refers to software packages that address HR needs with respect to
planning, employee information access and employer regulatory
compliance. The following text begins with a discussion of human resource
planning, followed by human resource management systems.
The HRIS is basically a database system developed to assist HR in decision
making and reporting. It is normally one of the elements of the overall
management information system of an organisation. It is an IT enabled HR
service available to the HR managers for data analysis and to help in the
decision making process. HRIS helps the HR managers to make an
effective decision by ensuring them an adequate and timely availability of all
relevant information. This information system use to improve the
performance of overall organisation and improve relationships among
organisation.
An effective HRIS provides information on anything the company needs to
track and analyse about employees, former employees and applicants. In
this unit, we will discuss the objectives, components and types of HRIS. We
will also learn the application of HRIS in HRM, benefits of HRIS and the
process of implementing HRIS in an organisation.
Objectives:
After studying this unit you should be able to:
 analyse the objectives of an HRIS
 list the components and types of HRIS
 describe the applications of an HRIS in human resource management
 evaluate the benefits of an HRIS
 explain the HRIS implementation
 analyse the impact of implementation of HRIS

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10.2 Concept of Human Resource Information System

HRIS, HR Technology or HR modules are an intersection between HRM
and IT. It merges HRM as a discipline and in particular its basic HR activities
and processes with the IT field, whereas the planning and programming of
data processing systems evolved into standardised routines and packages
of Enterprise Resource Planning (ERP) software. On the whole, these ERP
systems have their origin in software that integrates information from
different applications into one universal database. The linkage of its financial
and human resource modules through one database is the most important
distinction to the individually and proprietarily developed predecessors,
which makes this software application both rigid and flexible.
HRIS has become significant for decision-making and policy formulation as
well as for ensuring fairness and equity in HR policies and practices. There
is an increasing realisation that for organisational survival and growth in a
competitive environment, human resource is the most critical resource.
This coupled with the increase in the cost of hiring, retaining, developing
and motivating people to perform at their best has pushed organisations to
base their HR decisions on sound logic and thereby, on proper information.
HRIS becomes a major asset from this point of view. The growing need for
transparency among the employees and the society is another factor that is
compelling organisations towards proper management of information in all
areas, including HR.
HRIS is a key management tool which collects, maintains, analyses and
reports information on people and jobs. It is a system because it integrates
all the relevant data, which otherwise might have been lying in a fragmented
and scattered way at various points in the larger system, converts this data
into meaningful conclusions or information and makes it accessible to the
persons who need it for their decisions.
This incorporation of data can be at the large-scale level at the level of a
nation or on broader level- at the level of an industry or at the smaller level,
that is, at the level of an organisation.
HRIS includes all the HR functions of the organisation, namely, recruitment
and selection, training and development, wages and salary administration,
incentives and benefits, grievance resolution, human resource planning and

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succession planning. It has three elements, namely, input, process and

output. HRIS can be defined as an automated system for gathering, storing,
retrieving, analysing and disseminating HR-related data for facilitating
operational, managerial and strategic decision making that impacts human
resources.
The objectives of an HRIS are to:
 increase the ability of the human resource management to influence
new emerging opportunities and challenges in the business world.
 ensure efficient collection, storage and distribution of HR-related
information in a paperless environment.
 facilitate the HR managers to devote more time to strategic issues by
relieving them from routine operations through the employee self-service
system.
 facilitate employees’ direct and online access to information on training,
payroll and other relevant matters.
Self Assessment Questions
1. HRIS has three elements, namely _________, ___________
and_______.
2. Objective of HRIS is to increase the ability of the ________________
to influence new opportunities.
3. ________ facilitate the HR managers to devote more time to strategic
issues.

10.3 Components of HRIS

In the previous section, we discussed the concept of HRIS. Let us now
discuss the components of HRIS.
HRIS performs three interconnected activities as a database:
i) receiving inputs in the form of data from different sources.
ii) storing and processing data with the purpose of transforming them into
meaningful information
iii) generating output in different forms, as required by the users.

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Figure 10.1 depicts the three activities that an HRIS performs.

Data storage and

Input Output
processing

Fig. 10.1: HRIS Activities

(Source: Pravin Durai, Human Resource Management, Pearson

Publication, New Delhi .2010.)

Input
Input refers to all employee-related data. HR policies, procedures, corporate
goals and information about the statutory provisions entered into HRIS for
conversion into the desired form of output.
Data processing
Data processing refers to the storing and processing of data by a computer
with the help of the software that issues instructions for processing.
Output
Output refers to the generation of reports in the form desired by the users.
This is the final stage of an HRIS process.

Activity 1:
Interview a HR manager in a company, and ask how HRIS is facilitating
them in HR functions?
Hint: Refer Section 10.2

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Self Assessment Questions

4. ________ refers to all employee-related data. HR policies, procedures,
corporate goals and information about the statutory provisions entered
into HRIS for conversion into the desired form of output.
5. __________ helps in storing and processing of data by a computer with
help of the software that issues instructions for processing.
6. ______ is the final stage of an HRIS process.

10.4 Types of HRIS

In the previous section, we discussed the components of HRIS. Let us now
discuss the types of HRIS.
Some organisations may use HRIS only for data storage and report
generation, while some others may use it in decision making processes and
in simulation.
HRIS supports management at three levels of an organisation.
1. The electronic data processing level – The purpose of HRIS at the
electronic data processing level is collecting, storing, manipulating,
analysing retrieving and distributing relevant information of human
resources in the organisation.
2. The Management Information System (MIS) level – MIS is the next
level of HRIS in which HRIS has much wider and advanced applications.
It is a system that provides information to managers, who use it for
decision making.
3. The decision support system level – The last level of an HRIS is
decision support system. The primary users of this level are mainly top
management and executives. It helps users in simulating situations and
making decisions.
Self Assessment Questions
7. The purpose of HRIS at the _______ level is collecting, storing,
manipulating, analysing retrieving and distributing relevant information
of human resources in the organisation.
8. _________ is a system that provides information to managers, who use
it for decision making.
9. __________ helps users in simulating situations and making decisions.
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Activity 2:
Analyse existing records, reports and forms in a company to determine the
requirements for data in the HRIS.

10.5 Applications of HRIS in Human Resource Management

In the previous section, we discussed the types of HRIS. Let us now discuss
the applications of HRIS in HRM.
HR needs to handle many things in an organisation including increasing
numbers of employees and different HR activities. It became important for
many organisations to bring almost all HR activities under HRIS.
Different applications of an HRIS are as follow:
 Applicant tracking system – Many organisations are now gradually
adopting and installing applicant tracking system software. The purpose
of this system is to give support to recruitment process and to streamline
the overall recruitment process.
 Training and development system – The purpose of a training and
development system is to help the employees gain new knowledge.
HRIS facilitates workplace e-learning by the employees as part of their
training programme.
 Compensation management system – The compensation
management system aims at computing employee payments through an
integrated payroll system. This compensation system normally considers
employee working hours, attendance and productivity for computing the
salary of the employees.
 Performance management system – The main goal of the
performance management system is to track employee performance
reviews and due dates for next reviews.
 Manpower planning system – The manpower planning system
manages the employee inventory and supports several HR activities.
 Succession planning system – The succession planning module
brings the identified and selected employees into the succession
channel.

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 Grievance management system – The grievance management assists

the management in pre-empting employee grievance by analysing the
nature, sources and frequency of earlier grievances.
Self Assessment Questions
Fill in the blanks
10. ____________ is to give support to recruitment process and to
streamline the overall recruitment process.
11. The ________ aims at computing employee payments through an
integrated payroll system.
12. The ______ module brings the identified and selected employees into
the succession channel.

10.6 Implementation of Human Resource Information System

In the previous section, we discussed the applications of HRIS in HRM. Let
us now discuss about implementing an HRIS.
Many organisations have realised the need to apply technology to human
resource management in order to develop human resources as strategic
tools to survive and grow in an extremely competitive market. In fact, there
is a general expectation that the future success of human resource depends
on how effectively it is integrated with technology. Generally, implementation
of HRIS is expensive for an organisation; they need to be careful in deciding
its installation, each company has their own approach to implementation of
HRIS.
Following stages can be considered for HRIS installation:
Determination of the need for HRIS – Before implementing an HRIS, the
management must clearly decide the need for an HRIS in the organisation.
First it needs to assess the present HR operations that require system-
enabled support and then the extent to which these operations require such
supports. Factors such as size of the organisation, strength of the
workforce, present level of HR efficiency and the problems an organisation
is facing in current HR operations need to be considered carefully before
HRIS implementation.
Select a project team for implementation – It would be a major effort to
find and select the HRIS that will meet the organisational needs. The

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problem is that an organisation rarely gives enough thought into choosing

who will implement the HRIS. The management needs to choose a
specialised team for this purpose. The main task of this team is to supervise
the entire operation from planning to execution of the project, including post-
installation monitoring. It is extremely important that the organisation put the
same effort into picking who will handle the implementation that they did in
selecting an HRIS application.
Following steps can help to get the best HRIS implementation:
 Find out exactly who will be doing the HRIS implementation and
check their background – It is very important to know how many
implementations have been done by the team. It is a tough job for an
organisation to find an expert or a team who can perform well in
handling HRIS implementation. The team may be certified on HR system
and/or HR payrolls, but until they have performed a large number of
installations they will not be able to handle all the pitfalls and issues that
inevitably arise. It is also a good idea to ask for references about the
individual who will be working on the HRIS implementation.
 Set HRIS implementation expectations – First it needs to be verified
that the HRIS implementation consultant and/or staff are qualified
enough to handle the job - the organisation needs to make sure that
both sides are in full agreement as to what is included in the scope of
the project. Avoidable misunderstandings regarding expectations create
cost overruns and can lead to poor implementations. Make sure
everything is in writing and specifically they should provide a detailed list
of project requirements and an estimated time of completion for each.
Most companies will provide a low and high expected range (“two to
three months”, for example).
 HRIS implementation project cost versus hourly or daily – HRIS
implementation projects are typically quoted either on daily rate basis or
by project basis. Project costing has some advantages, because
organisations would not go over the quoted amount unless needs arise
that are outside of the project’s original scope. The disadvantage of
project costing is that companies are going to charge a higher rate since
they have to quote the project on the high side. Daily or hourly quotes
for consulting are fine, but make sure to get a detailed plan on the
consulting time. Employers can break down the hours according to each
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step in the implementation process: half a day for network installation,

one day for code table setup, one day for benefits setup, etc.
 Preparation for HRIS implementation – Before the organisation begins
the implementation, make sure all information and data that the
consulting staff will need is ready. It would not be good for a consultant
doing nothing while waiting for data on benefits plans. Organisations
should provide all the facilities that the consultant or the implementation
team will work with during the process (IT staff especially - make sure
they know when their services will be needed).
 Stay on track – As an HRIS system implementation is taking place and
the customers are learning more and more about the capabilities of their
new HR software, make sure they don’t get off track with work that is
outside the scope of the project. They need to finish the core project first
and then determine how much quoted time is left for other
considerations.

Self Assessment Questions

13. ________ must clearly decide about the need for an HRIS in the
organisation.
14. Implementation of HRIS is __________ for an organisation.
15. ________ projects are typically quoted either on daily rate basis or by
project basis.

10.7 Benefits of Human Resource Information System

In the previous section, we discussed about implementing an HRIS. Let us
now discuss the benefits of HRIS.
An HRIS, which is an interaction between human resource and information
technology, is an important tool for developing competitive advantage out of
human resource. HRIS keeps the organisation healthy by monitoring and
optimising the human resources available in the organisation constantly.
The benefits of HRIS are as follows:
 Effective use of human resource: HRIS standardises the processes
for key HR functions which ensure that there is uniformity in the
performance of HR activities in the entire organisation.

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 Ability to manage voluminous data: An HRIS can handle large data.

This requires reconciliation with high speed and great accuracy.
 Reduction in labour cost: HRIS has an ability to reduce the labour
requirement in the HR department significantly.
 Faster and effective HR decisions: HRIS is capable of generating
alternative decision possibilities.
 Better supervision and control over human resources: the
effectiveness of supervision and control exercised by the managers over
human resource is higher than in a manual environment.
 Accessible: HRIS enables its users to have anytime, anywhere access
with multiple channels.

Self Assessment Questions

16. HRIS _____ the processes for key HR functions which ensure that
there is uniformity in the performance of HR activities in the entire
organisation.
17. HRIS has an ability to reduce the _________ in the HR department
significantly.
18. HRIS enable its users to have anytime, anywhere access with
__________ channels.

10.8 Impact of Implementation of Human Resource Information

System
In the previous section, we discussed the benefits of HRIS. Let us now
discuss the impact of implementation of HRIS.
HRIS has a great impact on organisations that implement them. Most often,
organisations replace several related systems, such as employee database,
payroll and benefits systems, with one HRIS that does it all. Many
companies go through a process of comparing and evaluating several HRIS
packages using a team of analysts or managers from various departments
affected – HR, payroll, benefits, employee relations, training, etc. The HR
department looks for improved reporting of employee data, while payroll
would be concerned with the system’s paycheck calculations and regulatory
reporting, and benefits may be looking for a more streamlined enrollment
process. The hiring process is a good example. As a person is recruited,
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hired and paid, each department may have its own specialised system and
process for managing the employee data. As the team evaluates an HRIS
software package, it begins to get a better grasp on what the company’s
business processes are, and therefore what the company might require in
an HRIS. The team will most likely find that HRIS evaluation team members
spend most of their efforts building selection criteria and choosing an HRIS,
instead of setting expectations and building executive support.
There are three primary activities in an HRIS implementation:
 Configuring the HRIS for the organisation’s business processes and
policies.
 Interfacing data with other systems and converting historical data into
the HRIS.
 Preparing the organisation for the HRIS.
An HRIS comes with built-in processes for most HR activities, but an
organisation needs to customise the system to process according to their
specific needs. For example, every HRIS supports the process of benefits
open enrollment, but the system does not come delivered with a company’s
specific benefit providers and eligibility rules.
Configuration tasks then become a process of understanding the company’s
business processes well enough to programme that logic into the HRIS.
This mapping of business processes and policies into system control tables
requires people who understand both the business process and the HRIS–
typically the existing IT support and HR business analysts.
The HRIS project team must track progress not only on the technical
aspects of implementing the HRIS, but also on the softer side of managing
the organisation as a whole to accept the new business processes that
come with the HRIS. Companies typically underestimate this change-
management effort. From the very beginning there must be a focus on
preparing the organisation and the employees for the new HRIS.
For example, HR and payroll may have reported to separate areas of the
company, and parts of HR business processes were scattered throughout
various departments. But once HRIS is implemented, the previous
organisations are transformed to report to a single authority and a shared-
services group is established to perform the integrated work processes that

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were once scattered. This is a common, but often unexpected, result of

HRIS implementations.
During the implementation phase, organisation should also be determining
what their support model will look like–what kind of organisation will be
required to support in HRIS.
All of the items mentioned so far force HR managers to become involved in
what is usually perceived as an IT project. They may be accustomed to
pushing responsibility for such projects onto IT managers, but implementing
an integrated HRIS requires the HR manager’s participation and active
involvement in scoping, implementation, cutover, resourcing and
management.
HRIS leads to more integrated reporting of employee data, which can lead
to efforts that benefit the company–better reporting of employee costs, skills
and requirements, time-keeping and recording, etc. It gives information to
senior managers that can be used to improve the application of HR policy or
to cut costs. The user should be properly trained before using HRIS. He/she
must know the business process and how it relates to the HRIS. In most
companies, a certain portion of users will be able to do “analytical” thinking
where as others will not. The resulting shakeout has to happen, and it is
most often painful, either for the employees themselves or for the HRIS
support organisation. If a more centralised, integrated HR organisation
doesn’t surface during the implementation period, the organisation will tend
to evolve in that direction.
Most HRIS packages rely on relational data models, higher-level
programming languages and interactive data management, presenting
technical requirements for which some IT analysts may not be ready. The
HRIS may have proprietary languages or facilities, requiring new IT skills.
Often these skills will be in high demand, driving a premium rate of pay.
Internal resources may opt to leave the company for a higher pay or they
may demand higher pay at the company. The higher pay might be outside
the HR guidelines for fair salary. The resulting dilemma can create retention
problems. HR users–the analysts in HR, payroll and benefits–must take a
more active role in ongoing support and system changes.

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Some companies depend too much on consulting firms or contractors to

perform an implementation. Given the level of change such a project will
create, there will be areas that resist the implementation.
This should motivate other employees to follow their colleagues’ paths and
will discourage internal system experts leaving the company for a higher-
paying consulting job. Training programmes can help employees to
understand the system well.
Many organisations also find it useful to defend the steering committee past
HRIS implementation and into the productive life of the HRIS. The steering
committee is an excellent group to monitor the ongoing quality of HRIS
operations, manage relationships with the HRIS vendor and clear the path
for later HRIS upgrades or enhancements. It may take years for a firm to
adjust to a new HRIS. As it does, most will see that their organisational
structure will tend to reflect the HRIS structure. This is natural – managers
for years have organised their departments to fit the way work is done and
the organisational culture often reflects that structure. When the way that
work is done changes–and an HRIS will engender that change–it’s natural
for the organisation to change as well. Structural and cultural changes might
be painful, and people will resist, but it’s hard to fight these natural
tendencies. Instead of fighting them, managers need to be aware of what is
happening and proactively prepare for this new world.

Activity 2:
Read the article ‘HRIS Helping HR’ and prepare a list of benefits of using
HRIS.
Refer: http://www.employeeeconnect.com/pdf/sept.2001-
employeeconnect.pdf

Self Assessment Questions

19. _______ has a deep effect on organisation that implements them.
20. Some companies depend too much on _________ to perform HRIS
implementation.
21. __________ help employees to understand the HRIS well.

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10.9 Summary
Let us recapitulate the important concepts discussed in this unit:
 HRIS includes all the HR functions of the organisation, namely,
recruitment and selection, training and development, wages and salary
administration, incentives and benefits, grievance resolution, human
resource planning and succession planning.
 A HRIS performs three interconnected activities as a database: (i)
receiving inputs in the form of data from different sources. (ii) storing and
processing data with the purpose of transforming them into meaningful
information. (iii) generating output in different forms, as required by the
users.
 HRIS supports management at three levels of an organisation. The
electronic data processing level, the management information system
level, and the decision support system level.
 Different applications of an HRIS are applicant tracking system, training
and development system, compensation management system,
performance management system, manpower planning system,
succession planning system and grievance management system.
 Important benefits of HRIS are effective use of human resource, ability
to manage voluminous data, reduction in labour cost, faster and
effective HR decisions, better supervision and control over human
resources, and easily assessable.
 Implementation of HRIS is expensive for an organisation. They need to
be careful in deciding about its installation, each company has their own
approach to implementation of HRIS. The stages that can be considered
for HRIS installation are determination of the need for HRIS, selecting a
project team for implementation, who will be doing the HRIS
Implementation, setting HRIS implementation expectations, HRIS
implementation project cost versus hourly or daily, preparation for HRIS
implementation, stay on track.
 HRIS have a deep effect on organisation that implements them. Most
often organisations are replacing several related systems, such as
employee database, payroll system and benefits system, with one HRIS
that does it all. Many companies go through a process of comparing and
evaluating several HRIS packages using a team of analysts or
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managers from the various departments affected – HR, payroll, benefits,

employee relations, training, etc. The HR department looks for improved
reporting of employee data, Payroll is concerned with the system’s
paycheck calculations and regulatory reporting, while benefits may be
looking for a more streamlined enrollment process. The hiring process is
a good example. As a person is recruited, hired and paid each
department may have its own specialised system and process for
managing the employee data. As the team evaluates an HRIS software
package, it begins to get a better grasp on what the company’s business
processes are, and therefore what the company might require in an
HRIS.

10.10 Glossary
 Enterprise resource planning: Enterprise Resource Planning (ERP) is
an integrated computer-based system used to manage internal and
external resources, including tangible assets, financial resources,
materials, and human resources.
 Management Information system: It is a computer based or manual
system that transforms data into information useful in the support of
decision making.
 Payroll: The total amount of wages and salaries paid by a company to
its employees.

10.11 Terminal Questions

1. Discuss the concept of HRIS and its objectives.
2. Discuss the types of HRIS.
3. Explain the applications of HRIS in human resource management.
4. Discuss of the benefits of HRIS in an organisation.
5. Explain the stages of HRIS implementation.
6. Discuss the impacts of HRIS implementation in an organisation.

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10.12 Answers

Self Assessment Questions

1. Input, process, output
2. Human resource management
3. Human resource information system
4. Input
5. Data Processing
6. Output
7. Electronic data processing
8. Management Information System
9. Decision Support System
10. Applicant tracking system
11. Compensation management system
12. Succession planning
13. Management
14. Expensive
15. HRIS Implementation
16. Standardises
17. Labour requirement
18. Multiple channels
19. HRIS
20. Consulting firms
21. Training programme

Terminal Questions
1. HRIS includes all the HR functions of the organisation, namely,
recruitment and selection, training and development, wages and salary
administration, incentives and benefits, grievance resolution, human
resource planning and succession planning. For more details, refer
section 10.2.
2. HRIS supports management at three levels of an organisation. The
electronic data processing level, the management information system

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level, and the decision support system level. For more details, refer
section 10.4.
3. Different applications of an HRIS are as follow, applicant tracking
system, training and development system, compensation management
system, performance management system, manpower planning system,
succession planning system, and grievance management system. For
more details, refer section 10.5.
4. Important benefits of HRIS are effective use of human resource, ability
to manage voluminous data, reduction in labour cost, faster and
effective HR decisions, better supervision and control over human
resources and easily assessable. For more details, refer section 10.7.
5. Implementation of HRIS is expensive for an organisation; they need to
be careful in deciding about its installation, each company has their own
approach to implementation of HRIS. The stages that can be considered
for HRIS installation are determination of the need for HRIS, selecting a
project team for implementation, who will be doing the HRIS
implementation, set HRIS implementation expectations, HRIS
implementation project cost versus hourly or daily, preparation for HRIS
implementation, stay on track. For more details, refer section 10.6.
6. The HR department looks for improved reporting of employee data,
payroll is concerned with the system’s paycheck calculations and
regulatory reporting, while benefits may be looking for a more
streamlined enrollment process. The hiring process is a good example.
As a person is recruited, hired and paid each department may have its
own specialised system and process for managing the employee data.
As the team evaluates an HRIS software package, it begins to get a
better grasp on what the entire company’s business processes are, and
therefore what the company might require in an HRIS. For more details,
refer section 10.8.

10.13 Case Study

Sridhar Pharmaceuticals Limited is a company engaged in the production of
healthcare products for the past 15 years. This company has been offering
competitive compensation packages to its employees and has excellent
array of HR policies and practices. Yet, its track record in employee hiring

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has not been very impressive for some time since some of the new entrants’
performance was simply dismal.
The management was not impressed by the explanations provided by the
HR department. So it appointed an external HR expert to look into the
problems of the HR department. The external HR expert, who audited the
HR policies, procedures and performance of the HR department,
recommended the introduction of an HRIS in a phased manner. As a first
response to the recommendation of the external HR auditor, management
decided to implement the applicant tracking system in the recruiting section
of the HR department. It instructed the HR manager to plan and implement
the system in a hassle free way in close consultation with the trade union.

Discussion Questions:
1. If you are in the position of HR manager in Sridhar Pharmaceutical how
do you find HRIS is going to help you in the recruitment process?
(Sources: Durai, P. (2010). Human Resource Management. New Delhi:
Pearson Publication.)

References/ E- references:
 Durai, P. (2010). Human Resource Management. New Delhi: Pearson
Publication.
 Kavamagh, M. J., and Thite, M. (2009) Human Resource Information
System. New Delhi: Saga Publication.
 Fisher, S, and Shaw. (2010). Human Resources Management. New
Delhi: Cengage Publication.
 Aswathappa, K. (2010). Human Resource Management. New Delhi:
Tata McGraw Hills.
 Wayne, C. F. (1998). Managing Human Resource. Irwin/McGraw Hills.

E-References:
 http://www.hr.howard.edu/HRIS/default.htmHuman Resource (Retrieved
on 26 February, 2012)
 http://www.insightcp.com/res_09.html(Retrieved on 26 February, 2012)
 http://www.egyankosh.ac.in/bitstream/123456789/35600/1/unit-16.pdf
(Retrieved on 26 February, 2012)

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