Human Resources Information Systems (HRIS)
For Better HR Operations
Prof. Dileep Kumar M.
Symbiosis (SCMHRD, SCDL), IIIT, SCMLD, SBS
Human Resources Management (HRM) is the attraction, selection, retention, development, and utilization of labor resource in order to achieve both individual and organizational objectives. Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources (Tannenbaum, 1990). The HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting, production, and marketing functions, to name just a few. Human resource and line managers require good human resource information to facilitate decision-making. An extensive study by Towers Perrin study revealed the following benefits of
Application of HRIS
HRIS can be applied in the following areas of HRM
• HR planning
• Succession planning
• Work force planning
• Work force dynamics analysis
• Applicant recruitment and tracking
• Employee data base development
• Performance management
• Learning and development
• Compensation and benefits
• Pay roll
• Job evaluation
• Salary survey
• Salary planning
• International compensation
• Benefits management
• Develop innovative Org. Structure
• Develop IT
HRIS has showed many benefits to the HR operations. A few of them can be detailed as;
o Faster information process,
o Greater information accuracy,
o Improved planning and program development, and
o Enhanced employee communications (Overman, 1992).
Barriers to the success of an HRIS:
o Lack of management commitment
o Satisfaction with the status quo
o No or poorly done needs analysis
o Failure to include key people
o Failure to keep project team intact
o Politics / hidden agendas
o Failure to involve / consult significant groups
o Lack of communication
o Bad timing (time of year and duration
Abra Suite: for human resources and payroll management
ABS (Atlas Business Solutions): General Information, Wages information, emergency information, Reminders, Evaluators, Notes customer information, Documents and photos, Separation information.
CORT: HRMS: applicant tracking, Attendance tracking and calendars, Wage information, Skills tracking, Reports-to information, Status tracking, Job history tracking, Cost center tracking, Reviews and tracking, Mass update and change tools etc.
HRSOFT: Identify and track senior managers, Assess management skills and talents, Generate a wide range of reports, resumes, employee profiles, replacement tables and succession analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy, Discover talent deep, Competency Management, career development, align succession plans etc.
Human Resource MicroSystems: sophisticated data collection and reporting, flexible spending accounts, compensation, employment history, time off, EEO, qualifications, Applicant/Requisition Tracking, Position Control/Succession Planning, Training Administration, Organization Charts, HRIS-Pro Net (employee/managerial self-service), HR Automation (eNotification and eScheduler), and Performance Pro (performance management)
ORACLE- HRMS: Oracle iRecruitment, Oracle Self-Service Human Resources, Payroll, HR Intelligence, Oracle Learning Management, Oracle Time and Labor
PEOPLESOFT: Enterprise eRecruit, Enterprise Resume Processing, Enterprise Services Procurement, Workforce Planning, Warehouse
SAP HR: Human Capital Management (HCM) for Business, All-in-One: Rapid HR,
SPECTRUM HR: iVantage® and HRVantage®. iVantage is a Web-based HRIS product designed for organizations with up to 10,000 employees.
VANTAGE: HRA: 'Point-and-Click' report writing, internal Messaging System for leaving reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit Applications, Disciplinary Actions, Special Events, Employee Summary Screen for Basic, Leave (Absenteeism) and Salary/Position History, skills & training module, Leave Tracking Module
Although almost all HR managers understand the importance of HRIS, the general perception is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities.
But HRIS would be very critical for organizations in the near future. This is because of a number of reasons.
• Large amount of data and information to be processed.
• Project based work environment.
• Employee empowerment.
• Increase of knowledge workers & associated information.
• Learning organization
The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis created by "technology" and "IT" in the minds of senior management. They may not be very tech savvy and fear being left out.
But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs. SAP and Peoplesoft provide HR modules within their busines.