Application of Human Resource Information System (Hris)

Abstract

Human resources information systems (HRIS) can play an important part in a company’s HR function. After all, we live, work and play in the information age. Implementing an effective HRIS can be sure-fire for HR to stay on the cutting edge in its bid to deliver more effective and streamlined service. HRIS can assist human resources in numerous ways, but particularly in their day-to-day duties by streamlining workflow processes through control processes, system interfaces and database validation. One of the most common HR gripes is being bombarded with mundane e-mail and administrative work that takes away from the actual practice of „walking the floor‟. HRIS may be individual component of DSS (Decision Support System) or may be itself act as a DSS according to organizational needs as well as infrastructure of It., nature of human resource data and information record keeping, maintaining and processing. HRIS engineering and implementation is beneficial to all levels and domains of businesses from small enterprise to big corporation like MNCs, INCS and NGOs. It is most important design aspect of business GUI like MIS, BIS, ES, and KBES and so on. Using information related to human resource which maintained and processed by HRIS by accepting HR-databases, HR-Knowledgebase‟s , which helps to CEOs, MDs, VP of HR department to make strategic HR and related business plans and decision , to forecast, to control HR process inside and outside of business organization. This paper start with some review history and fundamental with future scope of HRIS and end with my some basic HRIS designing models which are based on my knowledge about the subject from literature review, case studies, research papers, articles and books. I have developed three models from start to end efforts for HRIS designing namely basic HRIS design model, HRIS hexagonal and HRIS phases‟ model in this research paper.