Provide a detailed explanation to Alfredo Nzo District Municipality on the significance of implementing HRIS in all their HR functions. Human Resource Information System at Alfred Nzo District MunicipalityOrganisations In South Africa have started using Human Resource Information system (HRIS) to deliverthe best HR services into the organisation. As the world is becoming more digital and continues tochange there is an urgent need for the organisation to respond to the changing demands of theircustomers to remain competitive. As a result, HRIS has been one of the processes that has beenimplemented by organisation to management knowledge. Organisations collect, store, maintain andvalidate data by using HRIS. HRIS can be used for personnel development, communication andintegration and keeping records. A study was conducted in the Alfred Nzo district municipality locatedin the north-east of the Eastern Cape Province. The objective of Alfred Nzo district municipality is tocreate a conducive environment by improving human capabilities, enhance critical skills and maximizethe utilisation of natural resources to improve the quality of life for their community.The Alfred Nzo district municipality in (2013-2014) consist of 396 of permanent staff. This municipalityis made up of four major departments. First is the department of Human Resource that is responsiblefor recruitment, selection, dealing with labour relations, leave applications, administration andensuring that the occupation health and safety of employees is secured. The HR department is alsoresponsible for ensuring well-being programs and performance management. The IT division in HR isresponsible for network security, development of websites, implementation of IT strategies and theintegration of IT-based systems, policies and procedures. The municipality introduced a technologysystem that is called South African Municipal Resource Administration System (SAMRAS) that is usedto manage the finances and other HR activities such as payroll for salary administration.The problem that has been identified is the fact that HR services that can be performed by the SAMRASare still been performed manually. This has resulted into inaccuracies of report information, time iswasted doing administration work instead of focusing on HR strategic issues, and poor decision makingdue to poor management of records. This issue has resulted into penalties caused by late submissions.and incorrect report submitted to relevant national bodies such as Auditor General. Even the payrollthat is done electronically it is done in the financial department with very little input from the HRdepartment. The main issue is the fact that the staff working in the HR department knowns nothingabout the system. Hence why the HR department still performs it task such as filing manually.Files are kept in the cupboards in the municipality office with no backup at all. The management ofthese files is poor as they sometimes get lost, misplaced, left lying on the table while containingconfidential information. Because the municipality HR records is managed electronically it not easy toupdate employees' information such as marital status, address or new qualification or adhering to theemployment equity act when recruiting and developing employees.

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Human Resource Management: Human resources management is the process of managing the human element…