The Human Resource Information System

Executives believe that their emphasis on HR activities has contributed significantly to the Bank of Montreal’s achieving period profits for seven years in a row. In summary, it is evident that the transition of HR management at GE Fanuc and at Bank of Montreal has enhanced organizational competitiveness and success.1

The human resource (HR) in an organization deals with the day to day operations of the human resources department. The HR department deals with business law, compensation, employee relations, benefits, medical and the like. HR focuses on whom the organization hires, whom the organization fires and remediation to employees who need discipline and retooling to continue their employment. The functions of the HR department in my organization include: recruiting and retaining talent, performance management and compensation, employee benefits, recruitment and staffing and employee rights and safety. In spite of the turbulent environment facing the healthcare industry today, my organization has however proven its effectiveness in performance

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

As a renowned human resource specialist, I offer subject matter expertise on specific tactics that will restore confidence within the public in its entirety the prevention of another mishap, such as the Veterans Affairs scandal. To recap the issue at hand, it has been discovered that some VA hospitals and clinics across the United States “that a culture of retaliation exists within the Department of Veteran Affairs, which discourages employees from airing concerns about patient care (i.e. poor care, long wait time which possibly led to some deaths of these patients), and discredit them when they came forward-falsified records became public” . It is palpable that the Department of Veteran Affairs or any government agency that is experiencing similar irrationalities is in need of revamping the essentiality of human resource management. Before I reveal my suggestions in promising the public restoration of human resource management, I will like to reiterate the significance of the subject matter.

Human Resource Planning The function that I will explore in depth is Marks and Spencer human resource planning primarily concerned with the organisation possessing sufficient numbers of employees and of the right standard. The four main purposes of the human resource planning

• Spell out venue, choice of law and jurisdiction, particularly if the subcontractor that the business is working with is located out of the country.

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.

A human resource information system (HRIS) is defined as a computer based application for assembling and processing data related to the human resource management (HRM) functions. As in other types of information systems, an HRIS consists of a database, which contains one or more files in which the data relevant to the system are maintained, and a database management system, which provides the means by which users of the system access and utilize these data.

There are a number of solutions offered to a company that adopts a HRIS. Some of these include solutions in training, payroll, HR, compliance, and recruiting. The majority of quality HRIS systems include flexible designs that feature databases that are integrated with a wide range of features available. Ideally, they will also include the ability to create reports and analyse information quickly and accurately, in order to make the workforce easier to manage.

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 System is also known as Human Resource Management System, which is the integration of information technology and human resources through Human Resource software. The system enables Human Resource activities or processes electronically occur.

HRIS, which is also known as Human Resources Information System or (HRMS) Human Resource Management System, is actually a hybrid of human resources and information technology by HR software. This allows HR activities and processes to be carried out electronically.

• The administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement.

People play an important role in every organization. Therefore, in order to manage their attendance, activities and performance along with the company's recruitment, hiring process and other function, there is a human resource management system present which is more of a software application to carry on such tasks. To be more precise, a human resource information system (HRIS) is an application which is based on the computer. The purpose of HRIS is not only to gather but also process all the data which is related to the HRM function. It is a way of storing and recording data which helps employees with tasks such as decision making, planning, executing and the preparation of reports.

Oman is the second largest country in size as well as population in the Arabian Peninsula. The country is 309,000sq.m. Similar to other nations in the Gulf Cooperation Council (GCC), the main contributors to the Oman economy are oil and gas. Oxford Business Group (2015), reports that oil and gas contribute to around 50% of the country’s Gross Domestic Product (GDP) (OXFORD BUSINESS GROUP 2015, P.2). With the oil prices slumping in the recent past, the country’s economy has made up for the decline by facilitating private investments. In 2013 and 2014, a rise in private investment and public investment expanded Oman’s economy from 78.3bn to 80.57bn (OXFORD BUSINESS GROUP 2015, P.2).