The human resource information system (HRIS) :
An electronic system used to acquire, store, manipulate, analyse and retrieve and distribute information regarding Human Resources
HRIS : part of a larger system
MIS : management information system
functional open systems HRIS model :
Inputs ( info ), transformation ( processing ), outputs ( reports + metrics )
4 key components of HRIS :
Hardware
Software
Data
Procedures and trained users
Hardware :
input devices ( scanners ), storage devices ( hard drives ), output devices ( printers )
Software :
programs used to operate computer
Data :
information necessary to solve HR problems
Types of HRISs :
transaction processing system
management information system
decision support system
enterprise resource planning software
transaction processing system :
standardised transactional activities
management information system :
data to assist managers in performing duties
desicion support system :
answers what if questions
enterprise resource planning software :
integrated applications that assist with multiple business functions, communal database
Benefits of HRIS :
improved information quality, reduced administrative burden, enhanced decision making
Reasons for slow introduction :
lack of top management support, lack of HRIS skills
Most common reasons for HRIS failures
lack of leadership, planning, training
The HRIS 12 step implementation process :
needs assessment, essential items, potential solution, vendor/develop, cost frameworks, required hard/software, presentation, implement, train HR, feedback, evaluate and update
Required skills for HR professionals :
technical language, analytical and computer skills
approaches to data security :
controlling access, security technology
HRIS modules examples
basic employee, applicant tracking, wage, HR planning, performance management
Internet and corporate networks :
internet = social media, reference resources
infranet = information hub, self service
extranet = external entities
HR portal = web gateway
specific technological applications in HR
HR dashboards ( access to key data )
cloud computing ( reduced need for on site hardware )
recruitment ( social media )
gamification
augmented reality
bring your own device
