Criticality Of Hr Information Paper

Within this article the author explains about two elements dealing with the Human Resource department within a company. These two elements are whether HR is indispensible or obsolete for companies.

HR will have to evolve from an administrative role to a strategic partner, to ultimately be able to add value to an organization. HR’s ability to communicate more effectively due to technology will help it become a better business partner. In today’s tumultuous economic environment, talent acquisition has become a concern for many companies. HR must have the capacity to implement practices that can move quickly and manage talent. HR effectiveness can be measured by the positive impact it has on the company’s performance. HR can align the organization’s function, system, and employee behaviors with

Human Resource Information System (HRIS) constitutes of commonly adopted management practice by organization in the twenty first century .It helps in fulfilling of diverse expectations such as reducing costs, speeding up processes, improving quality, and even gaining of more strategic role for HR within the organization .The use of Human resource information systems (HRIS) has been advocated as an opportunity for Human resource (HR) professionals to become strategic partners with top management. The idea has been that HRIS would allow for the HR function to become more efficient and to provide better information for decision–making. (Kashive)

Because of dynamism and constantly evolving technology, today HR managers need to be aware of the technology that will increase effectiveness of their company. Human resource information systems (HRIS) were first introduced at General Electric in the 1950s, but since then it has come a long way. HRIS has gone from a basic process to convert manual information keeping systems into computerized systems, to the HRIS systems that are used today. Human resource professionals foresaw the possibility of new applications for the computer. The idea was to integrate many of the different human resource functions. The third generation of the computerized HRIS is a feature-rich, broad-based, and self-contained HRIS. It provides HR professionals with the time needed to direct their attention towards more business critical and strategic level tasks, such as leadership development and talent management. HRIS provides an opportunity for HR to play a more strategic role, through their ability to generate metrics, which can be used to support strategic decision-making (Lawler & Mohrman, 2003). The current generation of HRIS automates and devolves routine administrative and compliance functions traditionally performed by corporate HR departments and can facilitate the outsourcing of HR. More recent research shows greater use of HRIS in support of strategic decision making by HR. With an appropriate HRIS, HR staff enables employees to do their own benefits updates and address changes, thus

Human Resource Information Systems are the central technology of Human Resource Management. Most HRIS’s are underutilized. The cost to organizations usually outweighs the advantages of ownership. When utilized properly an effective HRIS can improve the bottom line and provide return on investment.

There have been many changes and advancements in Human Resources (HR) since companies started implementing HR practices and procedures, officially into their business organizational structure. Some may recall a time when the Human Resource department was simply called Personnel. As with every aspect of business, technology has become an integral and ever changing part of the HR department. It now affects how companies recruit for open positions in their company and even how applicants apply for that open position.

As times change so does the way organizations handle business. As organizations change practices HRM must change to remain an inaugural part of the organization. As a HR Director of a large corporation it is a must to understand Human Resource Information Systems or HRIS. With many HRIS functions such as e-recruiting, self-service technology, and E-Learning and training becoming the norm, a HR Director has to have a working knowledge of HRIS to be able to successfully manage a HR department and make sure the organization is able to compete with rival companies in recruiting and employee satisfaction. In this paper we will discuss these three topics and I will attempt to give detailed information to help better understand how each is an important part of HRIS.

The traditional and antiquated function of any human resources department was to employ, terminate and event plan for companies. The emergence and expansion of human resources information systems (HRIS), places the human resources department on par with strategic management planning, and forays into competition. The HRIS system is not just the “composite of databases, computer applications, and hardware and software necessary to collect/record [Sic], store, manage, deliver, present, and manipulate data for human resources as espoused by (Ngai and Wat, 2006; Lippert and Swiercz, 2005; Troshani, et. al., 2011), but also to strategically plan for the transitions emerging in the workforce climate, i.e., succession planning, mentorship, training deliverables, as well, as other housekeeping functions. “No area of a corporation is more involved, yet more ‘behind the scenes’ than the human resources department. Essential to a smooth tenure with an organization is recordkeeping and Human Resource Information Systems (HRIS) are the heart and soul of this process” (HRM7001, 2014, p. 6).

Technology has revolutionized and transformed the world or HRM. By utilizing human resource information systems (HRIS) HR processes occur electronically allowing for data entry, tracking and payroll, and management functions to be completed by utilizing software or on online system (Duran, 2010). It permits for the departments within HR to merge into one main system allowing the organization to save money as well as time in comparison to previously used systems. Utilizing HRIS provides organizations to maintain a competitive edge while providing an efficient means for managing its most important asset, its people. A robust system provide the

The HR function is still to a large degree administrative and common to all organisations. To varying degrees, most organisations have formalised selection, evaluation, and payroll processes. Efficient and effective management of the human asset has become an increasingly imperative and complex activity to all HR professionals. The HR function consists of tracking innumerable data points on each employee, from personal histories, data, skills, capabilities, and experiences to payroll records. To reduce the manual workload of these administrative activities, organisations began to electronically automate many of these processes by introducing innovative HRIS technology. Due to complexity in programming, capabilities and

Industry examiner Brian Sommer, the founder of TechVentive, profess an alter to miniature HR departments will be generated by new technologies and heightened employee contribution in HR processes. As he claims, “Many businesses are going to get a lot of capability done by better technology, more self-service and the employee doing a lot on their own. ( Osterhaus, 2013).” For example, employees will increasingly offer their own intelligence into self-service systems.

The method used to collect data in order to identify different HR functions and their importance is both primary and secondary. Primary Data was collected by conducting interviews with HR professionals and Instructors. For this purpose Questionnaire tool is used.

Critically discuss the importance of HR Management to transform from being primarily administrative and operational to becoming more strategic contributor. In addition examine the current role of HR function.

Human Resource Information System gives significant advantages to the company. ‘The basic advantage of a Human Resource Information System (HRIS) is to not

The HR department is very important in each organization. In the present day all organizations looks for employees who have high potential and are of high quality. This department is therefore very crucial when the success of an organization is concerned. They should therefore have adequate information on the positions that are required within the organization, they should be adequate time given for the hiring process (Davis, 2006). The organizations should not set expectations that are unrealistic and are not within the ability of the HR in terms of achievement.