The Human Resource Information System

Published Date: 02 Nov 2017

The systems and processes at the intersection between human resource management (HRM) and information technology.

It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.

ERP systems have their origin on software that integrates information from different applications into one universal database.

Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "human capital" progressed to an increasingly imperative and complex process

To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems

The advent of client–server, application service provider, and software as a service human resource management systems enabled increasingly higher administrative control of such systems.

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Applications of HRIS

The efficiency of HRIS, the systems are able to produce more effective and faster outcomes than can be done on paper.

Some applications are:

Clerical applications,

Applicant search expenditures,

Risk management

Training management,

Training experiences,

Financial planning,

Turnover analysis

Succession planning,

Flexible-benefits administration,

Compliance with government regulations,

Attendance reporting and analysis

Human resource planning, accident reporting

Prevention and strategic planning

HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.

HRIS, it is difficult to understand how the programs benefit companies without looking at companies that have already benefited from such programs.

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Measuring the Effectiveness of HRIS

The evaluation should determine whether or not the HRIS has performed up to its expectations and if the HRIS is being used to its full advantage

Challenges faced by public personnel executives today is measuring the performance of their human resources information system (HRIS) In order to justify the value-added contribution

Implementing an HRIS program may seem a necessary stem for a company, but unless it will be an effective tool for HR operations

It will not help increase efficiency and may hinder it instead.

Security of HRIS

The privacy of employee information has become a major issue in recent years.

With identity theft becoming a common problem, employees are becoming more sensitive about who sees their personal information, and the security it is kept in.

HRIS is relevant to the company and making sure there is limited access (password protection) to such information, companies can make its employees more secure with the safety of their information.

Establishing security and end-user privileges calls for a balance of incorporating, HR policy, system knowledge and day-to-day operations

Electronic or paper, employee files deserve to be treated with great care.

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International Business Machines (IBM)

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IBM, is an American multinational technology and consulting corporation, with headquarters in Armonk, New York, United States.

 IBM manufactures and markets computer hardware and software, and offers infrastructure,hosting and consulting services in areas ranging from mainframe computers to nanotechnology.

 IBM the #2 largest U.S. firm in terms of number of employees

DeveloperWorks is a website run by IBM for software developers and IT professionals.

 It contains how-to articles and tutorials, as well as software downloads and code samples, discussion forums, podcasts, blogs, wikis, and other resources for developers and technical professionals.

IBM announced it will launch its new software, called "Open Client Offering" which is to run on Linux, Microsoft Windows and Apple's Mac OS X. 

 "Dedication to every client's success", "Innovation that matters—for our company and for the world", "Trust and personal responsibility in all relationships

IBM launched Secure Blue, a low-cost hardware design for data encryption that can be built into a microprocessor.

Security analysts nicknamed IBM Big Blue in recognition of IBM's common use of blue in products, packaging, and logo.

HRIS In IBM

IBM is a global organization offering research, software, hardware, IT consulting, business and management consulting, ring and financing.

IBM main goal is to educate, support, and promote programs that utilize social media.

IBM Europe decided to expand internal communication by blogging guidelines.

IBM established a separate "new media" function within its corporate communication department.

The recognition was that blogging was already happening among IBMers, just in an unregulated way.

Institutionalizing a function to deal specifically with new media is not a corporate move, or establishing from scratch.

Technologies are here, people are using them, they’re growing and there here to stay-we’re just going to put some structure around them so that we can try to optimize their use.

The users decide what technologies they want to use and how they want to use them.

Main idea is that IBM understands that they must remember to respect the fact that social media are social.

IBM had the need to connect its 340,000 global employees more effectively.

The company established a separate "new media" function within its corporate communication department.

To act as expert consultants inside and outside IBM on issues relating to blogs, wikis, RSS and other social media applications.

The main idea is to educate, support and promote programs that utilize these tools.

IBM has a history of being a t the forefront of technology based corporate communication.

IMB has always prepared itself to use breakthrough technologies to establish a two-way dialogue with its employees.

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IBM was on of the first Fortune 500 companies to get behind collaborative wikis, published internal blogging guidelines.

moving fast beyond RSS and podcasts into video casting and "virtual world" technologies like Second Life.

The intranet search facility extends to all areas of the site, including new media aspects.

When an employee logs onto their portal an executes a key word search, the results they get back not only come from the main intranet pages, but include results from IBM forums, wikis, blogs and podcast/video casts tags.

IMB has an understanding that employees are no longer staying in a company their entire lives.

The company has come to the conclusion that with an increasingly young and mobile workforce, the likelihood is that an employee population full of a younger generation, for whom these tools are part and parcel of life, is not that far away

IBM will have to deal with employee base for which blogging is just the natural way to interact over a web platform.

IBM has created centralized platforms for most tools that fall under its remit, which includes wikis.

IBM has scored some notable successes on both fronts in the near 5000 wiki pages now up and running in the organization.

The company has been a huge pick-up in interest in podcasting over the last 18 months writing can seem such a technical skill, whereas people feel they can talk more freely than they can write.

IMPACT OF HRIS

Most often these firms are replacing several related systems, such as a personnel database, payroll system and benefits system, with one HRIS that does it all.

Many people focus on the improved reporting and processing that will be realized from the new system, and those are the reasons most firms choose to implement a new HRIS

It will challenge the operating structure and principles of all the HR-related departments.

An integrated HRIS results is a drastically different environment than a cluster of related but separate systems

The core concept of a centralized data store inherent with an HRIS demands integrated work processes for consistently managing that store.

team prepares its evaluation criteria and reviews HRIS features, much is learned about the goals and values of the various departments.

The HR department is looking for improved reporting of employee data, Payroll is concerned with the system’s paycheck calculations and regulatory reporting

Structural and cultural changes might be painful, and people will resist, but it’s hard to fight these natural tendencies. Instead of fighting them, managers need to be aware of what’s happening and proactively prepare for this new world.

When the way that work is done changes – and an HRIS will engender that change – it’s natural for the organization to change as well.

It may take years for a firm to adjust to a new HRIS. As it does, most will see that their organizational structure will tend to reflect the HRIS structure

The steering committee is an excellent group to monitor the ongoing quality of HRIS operations, manage relationships with the HRIS vendor, and clear the path for later HRIS upgrades or enhancements.

Firms also find it useful to preserve the steering committee past HRIS implementation and into the productive life of the HRIS.

The training needs to go beyond screen-prints and mouse-clicking sequences to an explanation of how the new process fits into the organization, its relationship to other processes, and the execution steps in the process.

A transition plan needs to be constructed, and the steering committee must accept the fact that there will be some turnover.