Implementation of Human Resource Information System

Abstract

 Human Resource Information Systems (HRIS), HR Technology or also called HR modules, shape an intersection in between human resource management (HRM) and information technology. The HRIS today can be widely used as an organization wide decision support system. The wave of globalization, the move from traditional to flexible and nontraditional organization structure and increase in number of  knowledge workers will consolidate the HRIS. It merges HRM as a discipline and in particular its basic HR activities and processes with the information Technology field, whereas the planning and programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. A human resource information system (HRIS) is the

system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an Organization’s human. HRIS supports the strategic, tactical and operational use of the human resource of an organization. To take an illustration, manpower planning and labor force tracking are many a times, considered as strategic decisions of staffing. The labor cost analysis, budgeting and turnover analysis are tactical by nature; and recruiting, workforce planning and scheduling are the operational decisions of staffing area.