According to Kavanah & Thite (2009), Human Resource Information System (HRIS) refers to a field that examines various features concerning innovation adoption in human resource management. In addition to organizational, technological, ecological factors, the significance of implementing Human resource Information systems and innovation implementation, and how it can support employee selection, promotion and development is highlighted in this paper. It majorly acts as software or an online tool for data input, data trailing, and data information requirements of the Human Resources, payroll, administration, and accounting purposes within a business. Strohmeier, Bondarouk, & Konradt (2012) state that an operative HRIS offers information regarding anything the company wishes to track and examine concerning the employees within the company, former personnel, and present applicants.
Keywords: Human Resource Information System, managers
Human Resource Information System and Employee Support
Using HRIS, data essential for employee administration, information development, occupation advancement, improvement, and fair handling is facilitated. As a result, it assists in supporting employee selection, promotion, and development within the organization. It can access the information they require to lawfully, morally, and efficiently support the achievement of their managerial objectives (Green, Maxwell, & Watson, 2004). Other than the basics, like employee development management, backing for Human Resource business activities, and managing company data, it is not simply intended for the Human Resource team. Instead, it caters to the employees, managers, and business frontrunners in mind and management (Chartered Institute of Management Accountants, 2005). It is relaxed enough that Human Resource and business frontrunners have complete access to the data they want to make wise business decisions, and instinctive enough that employees and directors can store their data exclusively.
In conclusion, HRIS offers employees self-service access to update classified company information and richer profiles to engage with others in the firm and get work completed without any difficulty or trouble of efficiency. As a result, managers can implement the use of HRIS to manage corporate data and yardsticks to collect the necessary information regarding the workers for better and key tactical business decisions, like ascertaining and assessing employee potential for promotions or transfers in the organization.
Chartered Institute of Management Accountants, (2005). Organizational management and information systems. Oxford: CIMA.
Green, N. D., Maxwell, G. A., & Watson, S. (2004). Human resource management: international perspectives in tourism and hospitality. London: Thompson.
Kavanah, M. J., & Thite, M. (2009). Human Resource information systems: basics, applications, and future directions. Los Angeles: Sage.
Strohmeier, S., Bondarouk, T., & Konradt, U. (2012). Editorial: Electronic Human Resource Management: Transformation of HRM? German Journal of Research in Human Resource Management, 26, 215-217.