The role of human resource information

Many industries have undergone tremendous change over the last several years due to evolving technology, new employment regulations and younger, more diverse workers.

The role of human resource information

HRIS is perceived to contribute to the effectiveness of manpower activities human resources planning in organizations.

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It was revealed that HRIS identified unfilled positions, accurately analyzed each job position and its job title in the organization, providing insight into organizational training needs, selected the right persons to be trained at the right time, evaluated the effectiveness of training programs and made faster and better decisions about successor ranking.

It was therefore concluded that HRIS played a major role in the management of human resources. Organizations should integrate HRIS with other organizational systems to facilitate speedily sharing of information and decision making. Introduction With the increasing effect of globalization and technology, organizations have started to use information systems in various functions and departments in the last decades.

Human Resources Management is one of the departments that mostly use management information systems [1]. Human Resources Units in organizations now place much emphasis on sharing information, especially ones that affect the workforce [2] [3].

As a result, some organizations deem it fit to employ HRIS in their transactions [4]. Its purpose is to become more efficient in providing better information for decision making [5] [6].

This contributes to effective decision making which may guide spending of human resources in an organization. According to Kumar [8]to meet the competition in the global market, firms need to balance their available resources human and capital to achieve the desired profitability and survival.

It is believed that management of human resources is the most important function for every organization that wants to have a competitive edge over its competitors because systems in organizations are formed and ran by humans.

This paper therefore researched into the benefits of HRIS, its contributions to organizations and the challenges associated with its usage. The research reviewed various articles to understand the concept of HRIS, and interviewed HRIS managers to identify the benefits and contributions of HRIS, the challenges of using this system, profiled findings, conclusion and recommendations of the study.

Literature Review It is perceived that technology is everything to human existence. It is assumed by Mathis and Jackson [9] that technology enhances human resource HR activities at the workplace Researchers averred that whenever HRIS function was computerized, fast decision making was able to take place in the development, planning, and administration of HR because data became much easier to store, retrieve, update, classify, and analyze.

HRIS applications show contrast in its functionality from administrative applications, talent management applications, workforce management applications, service delivery applications and workforce analysis and decision support applications [11] [12].

Objectives of Human Resource Information Systems HRIS function was computerized for fast decision-making to take place in the development, planning, and administration of HR because it makes data easier to store, retrieve, update, classify, and analyze in an organization [10].

The role of human resource information

Rao [13]therefore, submits that HRIS is designed to achieve the following objectives: Types of Human Resource Information System Information systems increase administrative efficiency and produce reports capable of improving decision making [14].

Major important decisions in human resource management include recruitment decisions; job analysis and design decisions, training and development decisions, and employee compensation plan decisions [15]. Thite and Kavanagh [16] seem to suggest that: It is expected that HRIS will provide practical steps for realization of departmental goals.

He, therefore, postulated some justifications base on the following elements: By observation, a considerable number of management challenges may be resolved through the recruitment of capable employees.

This HR activity cannot be overlooked in any established enterprise. They indicated that staffing enables companies to know current employees strength in order to predict for the future. Usually done to beef up employees capabilities to meet current business trends.

This HR activity is enforced often after conducting performance appraisal. By this means, training and development might assist management to identify labour deficiencies, if any, in the company. Career development appears to be a crucial HR exercise which project into the future. This practice seems to endorse succession planning principles to guarantee the enterprises continual existence.

Career development gives employees the chance to upgrade themselves for mutual benefit. This HR activity creates the platform to either add to the number of employees or lessen the size. Management decision with respect to upcoming downsizing should be reported to officers to prevent any operations interruption.

HRIS also gives opportunity to HR professionals to enhance their contribution to the long-term plan of enterprises [21]. Firstly, by automating and devolving many routine HR tasks to line management, HRIS provide HR professionals with the time needed to direct their attention towards more business critical and strategic level tasks, such as leadership development and talent management [21].

Secondly, HRIS provides an opportunity for HR to play a more strategic role, through their ability to generate metrics which can be used to support strategic decision making [17] [22] [23]. Thirdly, HRIS support long range planning with information for labour force planning and supply and demand forecast; staffing with information on equal employment, separations and applicant qualifications; and development with information on training programs, salary forecasts, pay budgets and labour or employee relations with information on contract negotiations and employee assistance needs [24] [25].

Fourthly, Risk and security management is another crucial function which can be derived by HRIS by following private and highly sensitive individual data and multiplatform security aspects which are perhaps the most serious factors that need to be taken into consideration [26]. Dessler [27] added that, HRIS influence manpower activities by:IT is an efficient tool in management of projects in Information Technology: If we wanted the managers of IT projects play the role of human resource professionals in IT management projects, we should know that the best way to use information technology tools is in human resource management.

Abstract—It is vital that the human resource function in organisations is supported by information systems to be able to deliver services and improve Resource Information Systems (HRIS) provide a means of acquiring, storing, analysing and distributing information to various stakeholders.

The Society for Human Resource Management (SHRM), HR Certification Institute For more information about human resources managers, including certification, visit. Society for Human Resource Management.

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HR Certification Institute. International Public On-the-job training: None. What is the Role of HR in Today's Workforce? There are several factors in the changing function of HR in today's workforce, including modernized duties at companies, the use of technology in human resources and the responsibility of HR to help establish and maintain workplace culture.


The Role of Human Resource Information System in the Process of Manpower Activities

F. Karikari et al. compensation plan decisions [15]. o Strategic Human Resource Information System—helps the organization to implement strategic human re- source management [10]. Needs of Human Resource Information System in Organizations There are several rationales for using HRIS in .

Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork.

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