Hris Application Essay

With the increasing effect of globalization and technology, many organization functions have been transformed and organizations have started to use information system in various function and departments. Human resource management is one of the departments that mostly use management information systems. Human Resource Information System, is a software solution for supporting activities such as identifying potential employees, creating programs to develop employee’s skills and training them also

In today’s world, it is vital for each and every organisation to collect and keep personnel data of the organisation. Human resource function is such a vital role in any organisation as it is responsible for collecting accurate data and how that data should be managed. Human resource function also covers the legal implications of storing data and will enable managers to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support for decision making.

a) Employee files – Consist of recommences, presentation appraises, and significant material. b) Job descriptions – List of employment duties and informative obligations. c) Electronic job posting – Will tender many settings with a record of occupation openings. d) Employee handbook – Electronic instruction manual accessible for the employees. e) Policies and procedures – Documentation of the corporate guidelines forces and working standards. f) Employee file updates - Delegates the employees to advice about individual information. g) Recruitment – For significant job opportunities, employing skilled applicants. The following records stream graph will display the process that the HR sector will use for new employees. The process will be performed by on-site recruiters. Administrators of the HRIS plan will get total access, and subordinate levels of administration will be allowed access to the information relevant to their job functions. By the restricted area computers, the consumer reference point will authorize the HRIS panel to approach the workstation assistant.

Employees and human resources (HR) are a business’ biggest asset. Appropriate management is important to a business the size of Riordan Manufacturing. Currently the company employs 550 employees globally. The HR database contains an enormous amount of information in all of the employees’ files and data regarding their respective careers at Riordan. The database should operate at peak performance at all times. The functionality of the current system is limited due to a quickly becoming outdated system compared to other systems that are currently available. The Information Technology (IT) department had been asked to analyze the current system and issue an analysis of the scope and feasibility of the project.

The architecture of the final solution system will be a single HRIS application that will provide specialized interfaces for several groups of users. There will be one type of interface configured especially for the Riordan Manufacturing human resources administrative staff working directly in that department. There will be another interface designed for the Riordan Manufacturing employees that do not work in the human resources department. There will be an interface for the personnel working in Hangzhou and finally, there will be an interface for the off-site contractor handling the Workers’ Compensation claims and benefits. Despite the fact that all of the interfaces access the same database, the interface configuration for each group of users differs in terms of data accessibility and language support. The human resources administrative staff needs access to all of the records for each employee. Additionally, the human resources staff needs to be able to store, manipulate and generate reports from the collateral data indirectly related to employment records, such as job classifications, policies and procedures, Equal Employment Opportunity data, personal employee files, promotions, benefits tracking and accounting data, organizational relationships and hierarchies, employee handbook data, specific

Human Resource management teams work with the performance of activities such as bookkeeping, upholding policies and guidelines, employee performances, and ensuring labor laws are enforced. Human resource managers use information systems to help in their daily duties of payroll, training, and organizations of personnel files. Human Resource managers develop analyzes functions and determine the type of Human Resource Information system application is necessary to automate and create a strategic alliance for the Human resource department. The importance of determining the type of human resource information system application is to define which system can help make

In terms of the organization, the main challenge is going to lie in the incorporation of the HRIS at an organization wide level. The system must be standardized and applicable so employees in all locations are more willing to shift from predecessor systems with less resistance. This shift also presents a different strain on HR staff as the system redefines their functional roles which will need to be addressed and planned for during system implementation.

The Castle Family Restaurant is a successful business in eight locations throughout California with 300-340 employees. All HR related tasks are manually done by Mr. Jay Morgan who also takes care of their operations. With the growth of the company it has become increasingly demanding and challenging to collate and process information from 8 different locations. Mr. Morgan is looking for a cost effective HRIS application which will greatly reduce his travel time and save costs. HRIS “Human Resource Information Tracking System” gives you instant online access to your employee records, reduce all the paper work headaches, and reduce employee management costs for small to mid-size business like yours. This system work in real time

Various types of HRIS systems and processes have been reviewed to help Jay Morgan and Family Castle Restaurant run more efficiently as a business. Jay Morgan the Operations Manager, have been using outdated methods for scheduling, recruiting, hiring, and answering questions from its employees. Maintaining accurate books and keeping constant communication with the Managers have been a challenge for Jay Morgan. If an accurate HRIS system can be implemented, Jay Morgan will be able to achieve more in business with less time and travel.

HRIM databases can be beneficial for top management development of business strategies. He gives an overview of database entries of an HRIM system. Items range from “address specifications” over “educational degree” and “pay change reason” to “performance increase in %” and specific skill functions. As an advantage entries can be used to forecast average labor costs and supply of internal human resources. But an integrated and intranet based HRIM system has advantages for almost every section of employee in an organization. HRIM systems can give rights to specific user groups with a certain job position. As a health and safety manager for instance you can access and analyses with the help of statistics an increase or decrease in injuries. Tasks can be more accurately assigned to people with the right skills which in turn improves the efficiency of workflow and the job satisfaction since employees do not have to work in a field they are not specialists in (Stone, 2008).

Use the Internet to research and evaluate two (2) commercial HR database systems for your organization. Evaluate the advantages and disadvantages of each system and, based on your knowledge of human resources and database systems, propose one (1) package that would fit the needs of your organization.

Line managers play an important role in the management of any organization, including Zabsang Hotel. They are the middle-level management who employees directly report to and also have responsibility to a higher management level for those staff. (Idea from:

HR referred to human capital management (HCM), it is mainly benefits to employee. For example, employees can manage their holidays and personal development remotely. and managers who need new employee they can approve the job requisitions and hiring process. It links with Recruit applicant that enabling captured and updated information in real time. The application focuses on hiring tasks. Therefore, hiring managers can execute the most basic actions needed to proceed the hiring process and the interface design for hiring managers to make it easy to communicate with the HR team wherever they are.

During the next twenty years (1960 to 1980) HR was integrated into the core business mission and, at the same time period, governmental and regulatory reporting requirements for employees also increased significantly. Personal computers have made HRIS available and affordable for any sized firm. HRIS has evolved from simple record-keeping to complex analytical tools to assist management decision making. Then according to globalization and technological change computerize HRIS was developed in it system seeks to merge the activities associated with human resource management (HRM) and information technology (IT) into one common database through the use of enterprise resource planning (ERP) software. HRIS is considered as a systematic procedure for collecting, storing, maintaining, and recovering data required by an organization about their human resources, personnel activities and organizational

The efficiency of human resource management department is improved. The main factors that affect the work efficiency of human resources management department include: monthly payroll calculation and processing, staff attendance and leave processing, employee information management, etc.. These transactions tend to continue to occupy a large number of human resource management personnel. Manual operation is not only inefficient and error prone, the application of information technology in the management of human resources, will greatly reduce the routine work occupies the proportion of human resource managers to time, freed from the daily affairs of the management personnel. Information technology emphasizes employee self-service, if the employee 's personal information has changed, he himself can be through the information technology platform to update their information, after a certain approval, the program can take effect. Similarly, for the training, holiday applications, reimbursement and other day-to-day administrative affairs can also be used for similar processing. This not only reduces the workload of human resources management for data acquisition, validation and update, but also to ensure the quality of the data and data update speed. This greatly improves the work efficiency of human resources management department, and thus can have more time to think about the problem of strategic level.