Human Resource Information Systems Used

2087 Words Nov 24th, 2014 9 Pages
Introduction
In today’s competitive markets the use of technology has incorporated itself into every branch of employee responsibilities, technology has changed the way that business conduct operation controls and has increased the effectiveness of an employee, allowing one individual to be able to take on larger workload, helping to decrease a company’s fixed cost. While technology has greatly advanced physical jobs such a machinery, it has also began the develop management styles effecting the way managers take an approach at analyzing employee performance. The latest trend is for the Human Resource department to become more computer based, thus the advancement of Human Resource Management has now turned to a new system tool known as HRIS. Human Resource Information Systems (HRIS) are defined as a database that contains information on recruitment, applicant qualifications, job specifications, hiring procedures, organizational structures, professional development, training costs, performance evaluation, workforce diversity, and employee attrition. This data is valuable as it provides higher and middle management with the resources for planning, organizing, and controlling vast workforces. A HRIS can be used to organize employee’s information, help companies forecast labor demands, and compute the supply and demand of the competitive workforce in local / national labor markets (Nguyen Ngoc Duc, Sununta Siengthai, Steve Page, 2013, p. 107). These information systems provide…
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