Human Resource Information System And Human Resources Essay

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

Traditional human resource management is seen as a simple department to recruit people and to deal with salary and insurance issues. Some organizations even let it manage administrative issues. Today, human resource development and management functions more than those. There are several critical functions of it.

An HRIS, or human resources information system, is a technological resource enabling human resources departments to collect and maintain information related to employees, payroll, organizational structure, compensation administration, etc., in one system so the data can be easily accessed, updated, and analyzed for a multitude of general and strategic HR purposes ("Brief of HRIS",

Human Resource is a governance of organizations employees. A company 's human resources department is responsible for implementing and overseeing policies governing employee behavior and the behavior of the company toward its employees. It is the people in the organization that carry out important work activities. Managers and HR professionals have the important job of organizing people

2. The Human Resource Information System is a software or online solution for payroll, management, data entry, data tracking, data information needs, and accounting functions within the Military. It is useful for all important and purposeful data that you want to track and update.

Inductions are a type of training given as an initial preparation upon a new employee joining the organisation. It often contains information dealing with the layout of the firm or its hierarchy, health and safety measures and security systems. An introduction to key employees and teams, gives an impression of the organisation’s culture and can display the attitude and some expectations required of the individual by the company. This is important for both the employer and employee as it sets the tone and boundaries for both parties.

Induction program should include all the aspects of the organisation and present for the awareness of the new employee.

The Human Resources Information System, “is a framework that gives you a chance to stay informed concerning every one of your workers and data about them. It is generally done in a database or, in a progression of between related databases” (Human Resource Information Systems, n.d.). It’s very important for an HR director to be knowledgeable of this information, because maintaining a business will produce a ton of data, both identified with the business and identified with your representatives. You should have the capacity to outfit and secure this data in a framework for several distinct reasons. First and foremost, you don 't need classified data about your association or workers getting into the wrong hands. Also, a human asset data programming (HRIS) framework is a savvy decision on the grounds that it will diminish the measure of paper produced, arrange your information, streamline procedures, and help your organization 's primary concern. (Human Resource Information Systems, n.d.)

Human Resource Management System (HRMS) or Human Resource Information System (HRIS), refers to the systems and processes at the interface between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular it’s basic HR activities and processes with information technology, while the programming of data processing systems in standardized routines and packages of enterprise resource planning (ERP) software developed. On the whole, these ERP systems have integrated their origin on software, information from different applications into one universal database. Linking its financial and human resource modules through a database is the most important difference compared to the individually developed and proprietary predecessor, both rigid and flexible makes this software application.

The definition of human resources is: the personnel of a business or organization, regarded as a significant asset in terms of skills and abilities. The department of a business or organization that deals with the hiring, administration, and training of staff.

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)

HRIS stands for Human Resource Information System. Essentially, an information system is a tool utilized by companies and organizations to improve the quality of the workplace and the efficiency of output that an employee may produce or in other words, an electronic supervision system. (Periysamy, M. N., & Amsa, A)

A HUMAN RESOURCE INFORMATION SYSTEM generally should provide the capability to more effectively plan, control and manage HUMAN RESOURCE costs; achieve improved efficiency and quality in HUMAN RESOURCE decision making; and improve employee and managerial productivity and effectiveness.

With all the different types of human resource information systems there is, you need to implement the right one for the company. There are two different types of human resource information systems, these types are stand-alone system, and enterprise-wide or enterprise resource planning systems. There are three steps in selecting the right information system the company needs; the first phase is adoption. In this phase you need to determine the need you have for an information system based on human resource considerations, cost considerations, and management considerations. The second phase that you need to look at is implementation, in this phase you need to think about your privacy and security considerations, data conversion and to establish a project team. The last phase is integration, within this phase you need to train the users on the system, you need people to become comfortable with the information system, and your goal is to get the stakeholders to be able the information system and have access to anything they want to look at in the company.

Human resource management is an effective tool for the overall performance and survival of a business firm. Human resource is the only resource in an organization which is scarce and unstable. Human capital helps a firm to improve the performance of the firm’s assets and leads the entire firm towards attaining a sustainable competitive advantage. The human resource management function aims at increasing the skills, knowledge, abilities and experience of an employee.