• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14
  15. 15
    15
  16. 16
    16
  17. 17
    17
  18. 18
    18
  19. 19
    19
  20. 20
    20
  21. 21
    21
  22. 22
    22

HRIMS. This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions

Extracts from this document...

Introduction

´╗┐Abstract A Human Resource Information System is a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by an organization about its human resources, personnel activities, and organization unit characteristics. In today?s organizations Human Resource is considered as one of the key resources of business organizations. The transaction processing layer of MIS in human resource function deals with routine activities like attendance recording and payroll calculations. The operational level activities also include maintaining the employee records which is used as a basis for strategic layers. With the growing importance of human resource management and increasing size of the organizations, maintenance of employee related data and generating appropriate reports are the crucial aspects of any organization. Therefore more and more organizations are adopting computer based human resource management systems (HRMS). This paper is an attempt to highlights the role of information systems in Human Resource Management and show how it helps in taking management decisions related to management function especially for the top management. An HRIS need not be complex or even computerized. This assignment will review the major components of a Human Resource Information System (HRIS). In every case the purpose is to provide information that is either required by human resource stakeholders or supports human resource decisions. CHAPTER-1 1. Introduction: HRIS is an effective and efficient catalyst for integrating human resource management and Information Technology. This was common with all the various definitions of HRIS. The composition of HRIS includes input, maintenance, and output. Input function enters personnel information into the HRIS. The maintenance function updates and adds new data to the database having entered data into the information system. The output is considered the most visible function of an HRIS. HRIS process that output, adjust it in such a way that it is understandable. In general, to maintain a competitive advantage in the marketplace, firms need to balance the resources available to the firm to achieve the desired results of profitability and survival. ...read more.

Middle

Reengineering HR processes and functions. 1. The size of the organization, with large firms generally reaping greater benefits; 1. The amount of top management support and commitment 2. Improving employee satisfaction by delivering HR services more quickly and accurately to them. 1. Providing a comprehensive information picture as a single, comprehensive database; this enables organizations to provide structural connectivity across units and activities and increase the speed of information transactions. 2. Increasing competitiveness by improving HR operations and improving management processes. Chapter-5 11. Cost and benefit of HRIS: An HRIS system represents a large investment decision for companies of all sizes. Therefore, a convincing case to persuade decision makers about the HRIS benefits is necessary. The common benefits of HRIS frequently cited in studies included, improved accuracy, the provision of timely and quick access to information, and the saving of costs (Lederer, 1984; Wille and Hammond, 1981). Lederer (1984) discussed why the accuracy and timeliness of HRIS is very important in terms of operating, controlling, and planning activities in HR. In addition, Kovach et al., (2002) listed several administrative and strategic advantages to using HRIS. Similarly, Beckers and Bsat (2002) pointed out at least five reasons why companies should use HRIS. These are: 1. Increase competitiveness by improving HR practices 2. Produce a greater number and variety of HR operations 3. Shift the focus of HR from the processing of transactions to strategic HRM 4. Make employees part of HRIS, and 5. Reengineer the entire HR function 12.Emergence of HRM and HRIS The economic landscape underwent radical changes throughout the 1990s with increasing globalization, technological breakthroughs (particularly Internet-enabled Web services), and hyper competition. Business process reengineering exercises became more common and frequent, with several initiatives, such as right sizing of employee numbers, reducing the layers of management, reducing the bureaucracy of organizational structures, autonomous work teams, and outsourcing. Firms today realize that innovative and creative employees who hold the key to organizational knowledge provide a sustainable competitive advantage because unlike other resources, intellectual capital is difficult to imitate by competitors. ...read more.

Conclusion

tasks until they sit down and inventory their time. HRIS is advancing to become its own information technology (IT) field. 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; human resources (HR) is no exception. 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. 18. Recommendations and Suggestions While this study has confirmed existing studies into HRIS, it provides a platform for future work in this area, which should concentrate on a number of issues. 1. First, a detailed research would be needed to explore the role of HRIS in SHRM, especially; with much, bigger sample size and a higher response rate so that a deeper analysis can be done for generalization. 2. Second, HRIS represent a large investment decision for companies of all sizes. However, SMEs are increasingly failing to use HRIS in support of strategic HRM tasks. It would therefore be very interesting if future research could geared towards finding answers to why SMEs are reluctant to commit time and resources for the implementation of HRIS in strategic HR tasks. This will enable a careful analysis and diligent consideration of HRIS application to strategic HR tasks since a successful execution is rewarded with numerous benefits including improved accuracy, provision of just-in-time information, and costs saving (Lederer, 1984; Wille and Hammond, 1981). 3. Third, an in-depth study on HRIS usage in support of trade unions' relations with organizations needs further examination. This will allow both the trade unions and the employers to manage and resolve conflicts and other related labor issues efficiently and effectively. 4. Finally, as HRIS becomes an increasingly vital component of SHRM tasks performance, researchers must expand their efforts to understand the opportunities and threats that it fosters. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Human resource management in Carrefour

    Discipline/ grievance - there are numerous incidents or situation that can lead to an employee to holding a grievance (sex assault, safety hazards, dealing with conflict); internal rules and legislation and writing grievance and discipline procedures are required Health and Safety/Welfare - health and safety policies aim to protect people against the hazards arising from their employment.

  2. Balanced Scorecard for Telecom Industry

    By 2007 cellular telephone services were available in 7011 areas of the country. The teledensity in Pakistan reached 52% in 2007, compared to that of other regional economies which stand at 48.4% (Telecom Industry Report, 2007). The Cellular sector grew by 80% in FY2007, whereas the previous 4 years the average growth rate witnessed has exceeded 100%.

  1. The Role Of Human Resource Management. Theories and Case Study of HRM ...

    * Strategy: this basically is about how the organisation will match its resources to its environment to satisfy demand. The outputs in the model represent what the organisation produces, how it performs and how effective it is at what it does, Nadler & Tushman (1977).

  2. HRM Funtions Staffing, Traning, Compensations and Performance Management

    commitment to meet those standards that would then result in a commitment by employees also. Organisations must also take the upper hand on planning on how individuals and teams are to be developed to achieve these goals. Lastly, they must evaluate the outcomes of training and development for individuals and the organization as a basis for continuous improvement.

  1. OB - Personal Reflection paper

    Reliability and honesty are the two main aspects in this department. They relate to keeping your word and avoiding distortion of the truth to get the upper hand. To me, trust is to be earned not given and my score somewhat indicates that based on the questions of the assessment.

  2. Critically discuss the Best Fit approach to strategic human resource management (HRM)

    Sectoral choice, competitive strategy, best suitable technology, structure and sources of finance and human capital. Example of this would be an organisation operating in manufacturing. If an organisation implements advanced manufacturing technology it can continue with recruiting skilled staff or provide with training unqualified staff rather than adopting task specialisation

  1. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    of guidelines and training for use, and documentation, which most respondents considered "thin". This included the current rating system, which most considered did not cover a wide enough range of possible scores. There was also a recognised gap between expectations and experience of what is appraised.

  2. LITERATURE REVIEW STRATEGIC HUMAN RESOURCE MANAGEMENT

    This philosophy developed into ?Personnel Management (PM)? and was replaced by Human Resource Management (HRM). The evolution of HRM can be traced back to the 1960s in the USA. Some researchers strongly believe and argue that substantially HRM is merely a new name of PM (Armstrong & Fowler 1987), except

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work