Download as doc, pdf, or txt
Download as doc, pdf, or txt
You are on page 1of 2

Human Resources Management (HRM) is the attraction, selection, retention, development, and

utilization of labor resource in order to achieve both individual and organizational objectives.
Human Resources Information Systems (HRIS) is an integration of HRM and Information
Systems (IS). HRIS or Human resource Information system helps HR managers perform HR
functions in a more effective and systematic way using technology. It is the system used to
acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an
organization's human resources. A human resource information system (HRIS) is a system
used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information
about an organization's human resources (Tannenbaum, 1990). The HRIS system is usually a
part of the organization's larger management information system (MIS) which would include
accounting, production, and marketing functions, to name just a few. Human resource and line
managers require good human resource information to facilitate decision-making. An
extensive study by Towers Perrin study revealed the following benefits of

Application of HRIS

HRIS can be applied in the following areas of HRM

HR planning
Succession planning
Work force planning
Work force dynamics analysis
Staffing
Applicant recruitment and tracking
Employee data base development
Performance management
Learning and development
Compensation and benefits
Pay roll
Job evaluation
Salary survey
Salary planning
International compensation
Benefits management
Develop innovative Org. Structure
Develop IT
HRIS Benefits:

HRIS has showed many benefits to the HR operations. A few of them can be detailed as;

Faster information process,


Greater information accuracy,
Improved planning and program development, and
Enhanced employee communications (Overman, 1992).
Barriers to the success of an HRIS:

Lack of management commitment


Satisfaction with the status quo
No or poorly done needs analysis
Failure to include key people
Failure to keep project team intact
Politics / hidden agendas
Failure to involve / consult significant groups
Lack of communication
Bad timing (time of year and duration
HRIS software:

Abra Suite: for human resources and payroll management


ABS (Atlas Business Solutions): General Information, Wages information, emergency
information, Reminders, Evaluators, Notes customer information, Documents and photos,
Separation information.
CORT: HRMS: applicant tracking, Attendance tracking and calendars, Wage information, Skills
tracking, Reports-to information, Status tracking, Job history tracking, Cost center tracking,
Reviews and tracking, Mass update and change tools etc.
HRSOFT: Identify and track senior managers, Assess management skills and talents, Generate
a wide range of reports, resumes, employee profiles, replacement tables and succession
analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy,
Discover talent deep, Competency Management, career development, align succession plans
etc.
Human Resource MicroSystems: sophisticated data collection and reporting, flexible spending
accounts, compensation, employment history, time off, EEO, qualifications,
Applicant/Requisition Tracking, Position Control/Succession Planning, Training Administration,
Organization Charts, HRIS-Pro Net (employee/managerial self-service), HR Automation
(eNotification and eScheduler), and Performance Pro (performance management)
ORACLE- HRMS: Oracle iRecruitment, Oracle Self-Service Human Resources, Payroll, HR
Intelligence, Oracle Learning Management, Oracle Time and Labor
PEOPLESOFT: Enterprise eRecruit, Enterprise Resume Processing, Enterprise Services
Procurement, Workforce Planning, Warehouse
SAP HR: Human Capital Management (HCM) for Business, All-in-One: Rapid HR,
SPECTRUM HR: iVantage® and HRVantage®. iVantage is a Web-based HRIS product designed
for organizations with up to 10,000 employees.
VANTAGE: HRA: 'Point-and-Click' report writing, internal Messaging System for leaving
reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit
Applications, Disciplinary Actions, Special Events, Employee Summary Screen for Basic, Leave
(Absenteeism) and Salary/Position History, skills & training module, Leave Tracking Module
Critical Analysis

Although almost all HR managers understand the importance of HRIS, the general perception
is that the organization can do without its implantation. Hence only large companies have
started using HRIS to complement its HR activities.

But HRIS would be very critical for organizations in the near future. This is because of a
number of reasons.

Large amount of data and information to be processed.


Project based work environment.
Employee empowerment.
Increase of knowledge workers & associated information.
Learning organization
The primary reason for delay in HRIS implementation in organizations is because of the fear
psychosis created by "technology" and "IT" in the minds of senior management. They may not
be very tech savvy and fear being left out.

But trends are changing for the better as more and more organizations realize the importance
of IT and technology. Major HRIS providers are concentrating on the small and middle range
organizations as well as large organizations for their products. They are also coming up with
very specific software modules, which would cater to any of their HR needs. SAP and
Peoplesoft provide HR modules within their business intelligence software. Hence HRIS would
soon be an integral part of HR activities in all organization.

You might also like