Information Systems for Human Resources Management
Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting.
This paper will discuss the project plan overview of human resources information systems (HRISs) and their strategic and operational use in a health care organization. Certain topics include:
Role and functions of a HRIS for human resources management
Relationship of a HRIS to other information systems
Process of planning, developing, and implementing a HRIS
Implications of effective HRIS utilization for health services managers
Managing human resources effectively requires information from several sources. Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions and system policies and procedures into an automated process designed to support the strategic and operational activities of the human resources department and managers throughout the organization.
An HRIS database maintains an inventory of people, job skills, and positions and its system draws on these inventories for transaction processing, reporting, and tracking. The HRIS provides a foundation for a set of analytical tools that assist managers in establishing objectives and in evaluation the performance of the organization's human resources programs. The level of system complexity progresses from low to high as it affects and supports increasingly complicated decisions and activities.
A health care organization usually aspires to several key goals in automating its human resources management function. The HRIS will provide timely, efficient, thorough and accurate personnel information and analysis. A second goal for implementing the HRIS is to provide an effective match of the needs, skills, and interests of the human resources department staff with other users and departments. The HRIS will also provide uniform processing and utilization of human resources information throughout the organization for a diverse group of the system's users.
I have noted below in detail the key learning points that I will apply to the implementation of the HRIS; strategic objectives, operational objectives, and planning.
Strategic Objectives for HRIS
The well designed HRIS will serve as the main management tool for aligning human resources department goals with long term planning goals.
- Kabene, Stefane M. Human Resources in Healthcare, Health Informatics and Healthcare Systems. Hershey, PA: Medical Information Science Reference, 2011.
The rising cost of healthcare and the lack of health insurance coverage for over 15% of the U.S. population have appeared as important political, economic and policy concerns. Hospitals have to find ways to develop effectiveness to drive down the cost of their services. Hospital organizations in United States are facing pressures to control costs, and to improve quality outcomes. Information systems (IS) have an integral role in addressing these challenges. Successful presentation of Information systems (IS) in the healthcare industry can create new professional models. Dramatic improvement in technology improves the availability of clinical data with no time and so improves patient outcome and care management. Information technologies can assist in the reform of organizations and h...
Health information management involves the practice of maintaining and taking care of health records in hospitals, health insurance companies and other health institutions, by the use of electronic means (McWay 176). Storage of medical information is carried out by health information management and HIT professionals using information systems that suit the needs of these institutions. This paper answers four major questions concerning health information systems.
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
Kavanagh, M. J., Thite, M., Johnson, D. J., (2012). Human Resource Information Systems, Thousand Oaks, CA; SAGE Publications, Inc.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
United States of America healthcare sector is transitioning; there are changes in how health organizations are delivering their care services to the American citizens. Several issues are driving these changes in the healthcare sector, which include the need to increase the safety and privacy of health information on people and organization. Health information technology assists the organization in improving quality and harnesses the operational costs. It allows seamless sharing of health information and improving organization’s administrative efficiency. Health Information System (HIS) is a system used in the health sector that can capture, store information, manage the data and transmit /send data to the required health department (Balgrosky,2014).
Originally, HRIS software was used mainly for administrative recordkeeping of employee information (Hendrickson, 2003). Nowadays, in the 21st century, HR has become a sophisticated science with theories, experiments and studies intended to assist organizations with efficiency (Hendrickson, 2003). For instance, before the introduction of computers into HR processes, a candidate would submit a paper application for a potential job. HR departments would have to process significant amounts of paper-based transactions for every job opening. It was a time-consuming p...
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
A Human Resource Management System (HRMS) or Human Resource Information System (HRIS) is a software application that combines many of the human resources functions, including benefits administration, payroll, recruiting and training, and performance analysis into one system (Bessler, 2011). This report will give an overview of these functions, our lining what processes are currently used to perform them, what technologies exist to help perform the specific function and then show how technology can be used to streamline, automate, integrate and even eliminate many of these processes thereby creating a more efficient role that can save any company time and money.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
HRP manages the current human resources through human resource inventory and adapts it to changing technological, political, socio-cultural, and economic factors. Harriman A (1985) states that, technological changes and globalization usher in change in the method of products and distribution of production and services and in management techniques. These changes may also require a change in the skills of employees, as well as change in the number of employ¬ees required. Human resource planning helps organizations to deal with the said changes. Human resource planning is needed to meet the needs of expansion and diver-sification of departments of an organization. The importance of human resource planning is to identify areas of surplus or shortage of manpower. In the case of having surplus manpower, labor is distributed to other functional units of the organizations similarly in cases of shortages, manpower can be
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Gueutal, Hal G., and Dianna L. Stone (eds). "Chapter 9 - The Next Decade of HR—Trends, Technologies, and Recommendations". The Brave New World of eHR: Human Resources in the Digital Age. Jossey-Bass, © 2005. Books24x7. Web. Apr. 6, 2012.
Larger companies are integrating their separate Human Resource Management Information System (HRMIS). A Human Resource (HR) system may be defined as interrelated components working together to collect, process, store and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization’s Human Resources (HR) management activities. There are many reasons for installing such a system: