Human Resource Information System Job Analysis
HUMAN RESOURCE INFORMATION SYSTEM
Definition
Human Resource Information Systems (HRIS) is a process that utilizes the information technology for the effective management of human resource functions and applications. It is a computerized system typically comprising a data base or inter related data base that track employees and their employment specific information (Gill and Johnson, 2010). It can be briefly defined as integrated systems used to gather, store and analyze information regarding an organizations human resources (Hendrickson 2003).
Meaning
Human Resources Information System, is a system that helps in keeping track of all the employees and information about them. Usually it is done in a database or, in a series of inter-related
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Considering these facts, it is important to understand that the HR management needs to invest a lot more in IT training and communicate the benefits of employee participation and involvement in HRIS.
COMPONENTS OF HRIS
HRIS has basically three components. They are:-
• Input
• Data maintenance
• Output
HRIS application areas:-
Planning- helps in planning for future human resource needs in advance.
Job Analysis- helps in developing and refining job titles, salary structure and promotion
Recruitment- scans both internal as well as external database which helps in identifying prospective candidates for each job.
Selection- conducting computer aided tests and gives scores accordingly.
Training and development- gives training to employees in an interactive mode.
Performance Appraisal- assists the raters to conduct performance appraisal on employees.
Compensation and benefits- helps in computing employee earnings by using data on attendance, monitors and maintains benefits for both existing and retired employees. It also helps in computing merit pay for jobs which are based on performance.
Organizational exit- Helps in analyzing factors which influences or causes
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Therefore implementing an HRIS which is effective can help HR to deliver better services. The use of computerized HRIS is most effective than manual as it is more helpful in maintaining data with more accuracy in less time. It is also true that HRIS functions improve Human Resource Management in terms of administrative analytical purposes. HRIS works as a key component of the organization and a good HRIS can provide important information about human resources needs and capabilities. This information will be helpful in assisting the management team in establishing the organizational mission and setting the goals and objectives. HRIS is not only limited to the computer hardware and software applications that comprise the technical part of the system but also includes policies, people, data and procedures which are required to manage the HR
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