Human Resource Information System

7345 Words30 Pages
Introduction 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…show more content…
Consequently, HR professionals can spend fewer resources in managing administrative HR activities and can apply freed time and resources to concentrate on strategic HR issues, which lead to business innovation. Mumford has indicated that systems, designed with users’ participation are perceived by the users as successful. Lucas, suggested that systems of higher technical quality result in more favorable user attitudes and perceptions regarding both the information system and the information system staff. Rochart, Zmud and others support the belief that a multiplicity of factors impact information systems success and failure. SDLC The HRIS system for ABC Consulting will be developed using the systems development life cycle (SDLC) approach which can be described in general terms as a way to break a systems project into phases, activities and tasks to accomplish the overall work in the project. SDLC enables systems projects to be planned and controlled in a business like manner to ensure that users get the systems they want in a reasonable period of time and at reasonable costs. Appendix 1 represents the
Get Access