Assessment #1Human Resource Information Systems(HRIS)Executive SummaryHRIS has great advantages for both employees and management. This software can personalized the information for the particular employee based on their personnel record and employees can easily access current benefits information. It can greatly help reduce mistakes in filling-up forms as they have on-line forms for claims or request with built-in error checking routines. Furthermore, routine HR transactions such as processing of benefits claims or payroll can be performed very quickly at a lower cost. Since the data are available in databases, performance appraisal, recruiting, or salary planning can be done much more efficiently.
Today, a considerable number of large organizations are already in the process of implementing their HRIS systems in their Local Area Networks and Intranets to enable fast and easy information dissemination and data gathering. The web-based ‘self-service’ approach of HRIS systems eliminate the needs to fax hard copies of forms thus reducing costs and generating cleaner data for the organization. Managers can now therefore clearly oversee the recruiting cycle and research salary information. Utilization of this technology is on the rise and many organizations have reported huge savings and improved decision-making in terms of quality and speed. Table of ContentsIntroduction-4Human Resource Information Systems-4State of Organizational Readiness-8Organizational User’s Needs-9Suitability of Commercial and In-House Packages-10Capabilities and Functionalities-11Advantages and Disadvantages-12Installation, Maintenance, System Cost and Benefits-14References-16IntroductionThe administrative and functional human resource management services of an organization are undoubtedly realigning increasingly toward being a commodity or product that can be delivered in a number of different ways.
Historically, they have been delivered by an in-house HR function in a labour-intensive, inadequately integrated, and costly manner.
There is little doubt that this labour-intensive approach is obsolete and needs to be replaced by a new model. The apparent technology to replace it is an IT-based HR system that provides self-service. This research will evaluate HR information management and HRIS functionality and benefits. Human Resource Information SystemA significant group of software pertinent to knowledge management in the workplace is Human Resource Information/Management Systems. They are systems that are normally developed and implemented by vendors that provide computerized solutions to an extensive variety of human resource functions as well as recruiting and job posting, benefits enrolment and processing, career planning and personnel development, performance appraisal and tracking, and aspects of payroll. Traditionally, HR information and transactions have been paper-based, concerning extensive numbers of memos, policy and procedure handbooks, and forms.
In the past decade, fax and telephone answering systems have sped up the processing of HR information, but it has remained a paper-based system. However, once the information came to be stored in computer databases and most employees obtained access to computers, it was a natural progression of HR transaction to become gradually more computer-based.
With the introduction of LANs and Intranets, this progression toward on-line distribution and processing of HR information has improved drastically to the point where roughly all HR functions in organizations are done by electronic means.