HRIS: Human Resource Management And Information Systems

What is HRIS?

Human Resources Information System (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology (IT).

It is an amalgamation of HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software.

HRIS is also the collection of databases, computer applications, hardware and software necessary to collect, record, store, manage, deliver, manipulate, and present data for human resources.

HRIS has become one of the most important tools for many businesses today. Even the small

They are as follows:

1. Strategic HRIS

2. Tactical HRIS

3. Operational HRIS

1. Strategic HRIS:

Senior Management makes long-range strategic decisions about products and services as well as ensures financial performance of the firm. HRIS helps top level managers to set goals and directions for organization. They gather and manage information from within and outside organization.

2. Tactical HRIS:

Middle Management carries out the programs and plans of senior management. They supports management decisions emphasizing allocation of resources. Their main job is recruitment decisions, job analysis, design decision, training, development decisions and compensation plan decisions.

3. Operational HRIS:

Operational Management is responsible for monitoring the daily activities of the business. They provides data to support routine and repetitive human resource decision. The information in this level is detailed, structured and accurate.

Components of

• Core Services: It addresses the core aspects of payroll functions, benefits administration and workforce administration. Workforce administration covers all the aspects of the employee’s lifecycle within an organization, from the start of hiring to end in exit.

• WorkForce Analytics: It gives HR leaders better insight that allows them to make the right decisions. It encompasses HR information services, survey analytics, planning and forecasting, data modeling and Information services.

• Talent Management: It focuses on learning and development, recruitment support, and employee rewards. The Recruitment support includes activities from pre- screening and final-screening, offer management and interview management.

• Performance management system:

 Mid-year and annual review happens here and the combined rating is taken into account for final appraisals. They follow a forced distribution

 Proper and in-depth analysis of employee’s performance

 Employees are then divided into 9 blocks of matrix

 Under performance are given 3 months’ time to improve and develop their