Human resources information systems

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Human resource information systems (HRIS) are software designed to help businesses meet core HR needs and improve the productivity of management and employees. HRIS is used to manage human resources in a more structured way. Human resource management needs timely and reliable information on the present and potential workforce in order to acquire a competitive advantage in the marketplace. HRIS and technological innovation have made it much easier to meet this information demand. HRIS is also hardware, support functions, policies, and systematic procedures that support the strategic and operational processes of HR departments into automated processes. [1] [2] It involves databases and computer programs that are utilized in HRIS implementation to store, manages, record, deliver, and manipulate data for a variety of human resource operations. [3]

Contents

The purpose of HRIS is to process and provide timely and accurate employee information. By doing so, HR professionals are free to perform more high-value work. The time needed to work on these activities will be more cost-effective and efficient and have a strong effect on the effectiveness of the organization. [3] Previous studies found a variety of benefits as a result of the implementation of HRIS for the organization. HRIS has been predicted to positively affect time efficiency because by implementing HRIS in the organization, employees can input more data accurately and efficiently. [3] HRIS has developed with information technologies as a human resource management (HRM) function. [2] With the role of an HR professional transforming from a traditional administrative to a more strategic role, HRIS helped maintain, manage, and process detailed employee information and human-resources–related policies and procedures.[ citation needed ]

HRIS implementations often face challenges such as poor stakeholder alignment, inadequate change management, and lack of expertise. These issues can lead to suboptimal outcomes or even project failure, with some reports suggesting over 40% of implementations fail within two years. Advanced planning is crucial to mitigate these risks and ensure success. Key strategies include clearly defining objectives, assembling a cross-functional team, conducting thorough needs assessments, and developing a detailed project plan. Careful vendor selection, comprehensive data migration planning, and robust testing are also critical. By investing time in preparation and potentially engaging external expertise, organizations can significantly improve their chances of a successful HRIS implementation that aligns with their unique needs and objectives. [4]

Functions

HRIS enables businesses to use technology more effectively in a variety of operations. It also consists of people, forms, policies, procedures, and data in addition to hardware and software. Organizations can benefit from modern HRIS by automating the majority of HR planning tasks. Since HRIS collects, maintains, and delivers information for decision-making, it becomes a crucial strategic instrument. [5]

See also

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References

  1. ↑ Chauhan, Akansha; Sharma, Sanjeev; Tyagi, Tarun (2011). "Role of HRIS in Improving Modern HR Operations". Review of Management. 1 (2). S2CID   167498020.
  2. 1 2 Buzkan, Halil (2016-03-10). "The Role of Human Resource Information System (HRIS) in Organizations: A Review of Literature". Academic Journal of Interdisciplinary Studies. doi: 10.5901/ajis.2016.v5n1p133 .
  3. 1 2 3 Suharti, Lieli; Sulistyo, Priyanto Ratna (2018-03-18). "The implementation of human resources information system and it's [sic] benefit for organizations". Diponegoro International Journal of Business. 1 (1): 1. doi: 10.14710/dijb.1.1.2018.1-7 . ISSN   2580-4995.
  4. ↑ Kobernus, Kristopher (2024-06-28). "Complete Guide to A Successful HRIS System Implementation". principalgroup.us. Retrieved 2024-08-16.
  5. ↑ Nagendra, Asha; Deshpande, Mohit (2014-05-15). "Human Resource Information Systems (HRIS) in HR Planning and Development in Mid to Large Sized Organizations". Procedia - Social and Behavioral Sciences. International Conference on Trade, Markets and Sustainability (ICTMS-2013). 133: 61–67. doi: 10.1016/j.sbspro.2014.04.169 . ISSN   1877-0428.
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