HRIS PRODUCTS

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Human Resources Information Systems

Jeannine M. Franz

American Military University

Human Resources Information Systems

Introduction

Human Resources Information Systems (HRIS) is the use of technology to achieve the duties and the objectives of human resource management. All activities of the human resource management are consolidated in a software where they can be able to perform the duties that are delegated to the office. It is important for one who is working as the director of a large corporation to learn and know the use of this software. This is because the introduction of technology to the human resource activities is to reduce paper work that is often involved. It also reduces the work that the director is doing if he or she is handling a huge number of employees. In this paper, I will discuss what I have learned so far in this course to include: risk management; e-recruiting; self-service technology; and e-learning and training.

The HRIS has reduced the work level that often the HR director had to do, from payment of salary, hiring or firing, bonuses, transfer, promotion or demotion. The application of technology has come in as good reprieve to control this. It has enabled the human resource management office to be able to perform other duties effectively and ensure that they don’t slow the running of activities of the organization. This software reduces the costs of a company since the funds allocated to this department will be reduced with the application of the software.

The software increases the decision making and efficiency of the department. The application of the software will boost the activities of the office and thus enhance the activities of the office. It will be important for the office of the director to employ this software to enhance the performance of this department (Hall, 2016).

Risk Management

There are numerous risks associated with human resources management to include electronic human resources such as; e-recruiting, self-service technology, and e-learning and training. Understanding of the risk management process is important in human resources because identification and mitigation of risks and making risk decisions are crucial to the success of the business and the employees. Decisions need to be made as to the risks that using an electronic management and information system may pose. One risk that really needs to be considered is people risks. It is possible that some risks may not be identified by HRIS. Employees can have issues such as divorce, financial problems, illness, and other personal situations that can impact mission accomplishment. People are important part of business success and they need to feel appreciated and taken care of. Also, planning on people risks can help management make decisions and properly manage personnel and incorporate or revise planning, training, hiring, and discipline policies.

E-recruiting

E-recruiting has come as the modern way of employing people in an organization. This is where an organization places vacancies of the available post and the public applies. E-recruiting then eliminate those that did not meet the threshold. E-recruiting is the process in which one submits his or her application online using electronic media. This form of recruiting reduces the rigorous process that comes with application manually (Tangjing, 2010). The System has a deadline set to it and if any application that are made during the deadline they will be rejected.

As an HR director, it will be important to use this medium for recruiting workers this is because it is a more effective and sure procedure. The traditional method of manual recruitments where one send his or her application late was marred by mischief as deserving candidates were left out and other application got lost while in transit. The e-recruiting is important to any organization because it does not limit those who may apply for the available post (Hanif, 2013). It further gives the organization an upper hand since they will have a broad or pool of skills that they will have to choose from.

The resources that can be used in an e-recruitment is an IT expert and company website which has been synchronized with a certain software that would enable it to perform the duty. The duty of the IT expert will be to sort the files and come up with those candidates that have meet the criteria that had placed for the available position the HR was looking for. E-recruiting has been considered among the best innovation within the field of human resources. This is because the traditional method involved setting up of panels, employing people to seek out the application letters and this consumed more resources and time. Thereby, the coming of this software has reduced the workload on those carrying out the recruitment and helped in situation where the person sought is a matter of urgency.

When planning about the e-recruiting, it will be important to know the reliability, efficiency and cost that would be incurred. These factors will help in deciding the kind of e-recruiting software for one to settle for.

Self-service Technology

Self-service technology is where the employee can perform certain duties that would have instead be completed by the human resource department. As a HR director, who would want to ensure that there is increased efficiency and human labor is saved. The instance in which self-service can be used are: changing of personal details, address contact and banking information. As stated earlier the portal saves human labor and increase the efficiency of the department. This is because the employees in the department will focus on other departmental issues (Berry, 2007). Self-service tools that are important are employee details and pay slip review. This helps the company in terms of paper work. The employee will be able to view his or her pay slip and update information. While making consideration for the e-self–service technology it would be important to look at various factors that would help one to decide for an effective software that would able to manage the affairs of the company. The reliability of the technology must be guaranteed and the security of the software. This is to the effect that the software may not be easily hacked and the information provided by the employees are safe and ensures that their privacy is maintained.

E-learning and Training

E-learning and training is the process by which companies or organization carry out this process online. This is to ensure that the employees are trained remotely that is from where they are. This has ensured that the company saves cost and resources. This gives the employee proper training at their comfort and it can be worked within the schedule of the employee and thus it does not limit the performance of the employee when it comes to achievement of certain obligation and duties.

The advantages for corporate universities is that they provide courses online and the students pay school fees. This is an advantage because they have minimal human resource to seek and compensate and thus they enjoy a lot of profit. They administer their exams online and thus the software being used can be able to generate the results. The tools that are used by the HR department in educating people include adobe reader, share it, blue study and youtube. They have been able to ensure that the employees have been trained effectively as the videos and information will come in handy in helping them get the necessary skill the company would want them to acquire (Mohaptra, 2009).

Technology is an important aspect of training this is because it will reduce the resources that would have been channeled for training and manpower. This is in the sense that the company can send a video link to all its employees to have a look and get the necessary information needed by the company. Then they will be tasked to explain the contents of the video and what they understood. This is to analyses if they have understood what the training was all about.

References

Berry, W. (2007). HRIS can improve performance empower and motivate"knowledge workers". Employment Relations Today.

Torres-Coronas, T., & Arias-Oliva, M. (2004). E-Human Resources Management: Managing

Knowledge People. Hershey: IGI Global.

Gueutal, H. G., & Stone, D. L. (2005). Brave New World of EHR: Human Resources

Management in the Digital Age (professional practice series). Jossey Bass Inc.

Hall, M. (2016). Human Resource Information System. Encylopedia of career, 28-38.

Hanif, F. (2013). impact of Human Resource Information system: substituting or Enhancing HR function. SSRN Electronic Journal.

Mohaptra, S. (2009). Framework for HRIS implementation in Non-IT sector. Convergence information Technology, 89-108.

Tangjing, Z. (2010). HRIS Application analysis based onnERP platform. INternational conference on Information Managment and Engineering.