The Concept of Human Resource Information Management System - Coursework Example

Thе Соnсерt оf SНRМ оr НRIМS Name: Unit: Class: ID Human resource information management system is a computerised system that is used in gathering, storing, analyzing and retrieving data. The main aim of the HRIMS is to come up with timely and accurate management of human resource in an organization. Technology has impacted the human resource management in a positive way. Through use of the information technology, human resource management has become more flexible, cost efficient and customer dedicated. This has led the use of information technology to be an important tool in human resource management. Through use of information technology in their operations, organizations have been able to deliver high class services to the customers. The initial role that was assigned to the information management system in an organization was processing data. The human resource information system has changed in a great way due to the dynamic of technology. The many challenges that were previously met by the human resource managers have been solved using information technology. Most of the human resource managers have adapted to technological innovations in their management to come up high performing organizations. The issues brought by globalization have led to the organizations using the human resource information management systems to cope with workforce that may be spread in various countries. Most of the benefits of the information technology can be directly incorporated into the human resource applications (Bowen, Galang & Pillai, 2002). This essay will define the concept of human resource information management system (HRIMS) and describe its use in performance evaluation, resource planning and decision making. Performance evaluation is one of the most important uses of human resource management information system. Organizations use intranets to manage the firm’s aspects. The current technology has led to development of microcomputers which has led to user friendly information systems to the management. This had led to wide spreads use of information systems to manage the workforce as well as enhance performance. There are other applications which are made with an aim of supplementing the current human resource management software. Most of the human resource managers have been able to access the supplement software that aid in performance evaluation. This have aided in succession planning, job evaluation and handling any issue regarding performance (Stone, 2004). Information technology can lead to a lot of advancement in an organization. This is due to the fact that IT can lower the administrative costs by lowering cost of evaluation. These are vital tools in performance of an organization and its success. In order to achieve high level of performance, most firms have invested in information management systems in order to make it in the competitive market. Greater attention has been put to information technologies to make sure that there is international competitiveness. Firms using information technology in human management have the ability to deal with opportunities that can enhance their performance (Lowry, 2006). Most of the organizations use the human resource management system for employees’ appraisal and review. There is more regarding performance management that can be accomplished using the human resource management system. The system is used to give the ongoing dialogue throughout the year. The human resource management information system helps the organization in understanding and appreciating the firm performance. The benefits that have been gained from performance management are appreciated through the system. The performance system is used to enable the managers evaluate the individual workers performance. This is through documenting the individual’s performance of the workers and using the data to reward them. The system also provides documentation that can be used later in reducing any dispute that can arise. In most organisations, job performance is directly linked to commitment in the organization. Good information system integration with human resource management helps in job satisfaction. This leads to organization commitment where the employees’ performance is evaluated regularly with use of technology. Performance monitoring is carried out by first evaluating the resources available and prioritizing the activities. The main goal of performance evaluation is coming up with a focus on what are the positive aspects of the organization and working to improve them (Nankervis, Compton & Baird, 2002). Human resource planning involves recruiting, training and development. The human resource management information system involves functions that enable the running of the organization. The human resource planning involves planning and control of human resources. This is done in the corporate level plans. The organization resources are coordinated and managed used the information technology in the best combination. The system can be able to help in forecasting and planning human resource to fill the positions. There is the ability to align the objectives of the organization with an aim in fulfilling the organization objectives. The areas of human resources management that benefits a lot are recruitment, selection training and development of the workforce. The information system in human resource management helps in development and succession development plan (Nankervis, Compton & Baird, 2002). Through this, the organization is able to gain a competitive edge in the business through employees. Information technology in human resource planning helps in identifying the experienced and qualified employee during selection and recruitment. This process can help the organization in selecting and employing the right employee for the position. Most if the organizations have replaced their recruiting process. The use human resource management information system has been able to reduce the cost and time for recruiting. The employee selection has been easier as the system can match the employee with the required skills for the job (Sheehan, Holland & Cieri, 2006). The employee selection is based on the job type and the skills. The system provides a database for the recruitment purposes. The database can be used by the organization to match the employees with their skills for job placement. Employees’ training is an important part of the employees’ development. More efforts are put on employee training to help in development of the workers competence. The human resource management information system helps in training needs for the employees. This is done through training aid analysis which decides the best training and development program for the employee saving the time and cist for the organization. The system allows the human resource development to maintain a training record for each of their employee (Nankervis, Compton & Baird, 2002). Another area in which information technology is used in human resource management is succession planning. This helps in identifying the high performing individuals in an organization who can fill the top positions incase of vacancy. This is an important part in succession planning. The system can provide information to the organization regarding the candidate training and development. The process of human resource involves in coming up with the forecast of the employment needs. The system leads to more accuracy and cost effective method of recruiting new employees. Though most of the firms are yet to fully utilize the human resource information system to recruit, develop and train their employees, the system is vital in human resource planning (Nankervis, Compton & Baird, 2002). Human resource management utilises database systems to keep all the information relating to human resource management. This data includes pay, recruitment, performance management as well as details regarding employment. Using the human resource management system, it is possible to make data analysis and processing which can lead to making the predictions easier. This system allows the work to be done automatically across the departments using the information technology. The human resource department is supposed to make decision at the corporate level. The human resource department is tasked with responsibilities ranging from training, development, managing and recruitment of the human resource. These processes are all interrelated and the human resource department has the task to make decisions. The use of the automatic information systems helps in fast response and processing. The human resource information systems should be able to help the workers in deciding the issues regarding how the human resource can perform better (Lowry, 2006). The decision regarding on how to select, train and develop employees are based on the information system that helps in making the process easy and faster. The system uses sophisticated tools which are integrated to the human resource management. This enables the decisions made to be of high quality with the required precision. Making decision using the information technology requires that there is multilevel analysis. The decision making system is made in such a way that it includes all levels of analysis. This is because the decisions made involve several individuals but not one person. There are several human resource decision making software that been developed. These are easily integrated into the human resource management system to help make decisions more easily (Lowry, 2006). The concept of human resource information management systems have been a major boost in organizations. This is due to the importance in performance evaluation, human resource planning and decision making. The organizations have invested a lot in putting up the systems to be integrated to their human resource management. Though many organizations have been able to put the systems in their organizations, in some cases they are under utilised. Most of the organizations have used the human resource management information system for administrative work only. Those who have utilised the system fully have been able to gain a lot of benefits. Human resource management information system helps in planning, performance evaluation and decision making in an organization. References Bowen, D. E., Galang, C. & Pillai, R. (2002). The role of human resource management: an exploratory study of cross-country variance. Human Resource Management, 41, 1, 103-122. Lowry, D. (2006). HR managers as ethical decision-makers: Mapping the terrain. Asia Pacific Journal of Human Resources, 44, 2, 171-183. Nankervis, A. R., Compton, R. L. & Baird, M. (2002). Strategic human resource management. Melbourne: Nelson. South Kelly, D. (2003). A Shock to the System? The Impact of HRM on Academic IR in Australia in Comparison with USA and UK, 1980-95. Asia Pacific Journal of Human Resources, 41, 2, 149-171. Melbourne: Nelson. Sheehan, C., Holland, P. & Cieri, H. (2006). Current developments in HRM in Australian organisations. Asia Pacific Journal of Human Resources, 44, 2, 132-152. Stone, R. J. (2004). Human resource management. Milton, Qld: Wiley Australia. Read More