Those who are directly involved in an HR work can understand the level of work laid out for them in terms of employee tracking, record keeping, development and various other issues related to employees in an organization. Manual record keeping of these various aspects of an employee is an almost impossible job especially when it comes to bigger organization. According to Armstrong (2012), “The 2007 CIPD s urvey found that the 10 most popular uses to which respondents put their HRIS were: Absence management, Training and development, Rewards, managing diversity, recruitment and selection, others (usually payroll), appraisal/performance management, HR planning, knowledge management and expenses. (Armstrong, 2012, p. 468)”
To make the application of HRIS more effective and efficient, it is generally combined with the IT system. With the use of intranet, the HRIS helps to create a shared platform for all the staffs to log in and utilize the user friendly software. “The research conducted also gives an idea that HRIS is not only time saving and cost effective but it also improves quality of work. The data obtained are more accurate and reliable. (Makkar & Rinku , 2014)” The management can utilize these collected data in the software to analyze past periods and come to better understanding and decision making from recruitment, appraisal, promotion, development and even firing a staff.
Aside from the usual work of the HR, the HRIS these days have also been targeted to be used at time of emergencies. “In trying times, companies must be able to contact their employees and resume business after all types of crises, not just terrorist attacks or natural disasters such as Hurricane Katrina. (Hanson, Giannantonio, & M, 2008)”
The HRIS holds all information of employees in an organization and also helps in communicating with their staffs at times of emergencies. This helps the company to cope better under difficult unforeseen times. “The best thing any organization can do to prepare for a crisis is to prepare its defense and that means planning and communicating, beginning with the HR department via information systems down to all levels of a company. (Hanson, Giannantonio, & M, 2008)”
Thus it can be seen that the use of HRIS can be very useful to the HR work. The data are updated on real time, are accurate, can be compiled and analyzed as and when required and give the detail of every staff throughout their sojourn in the organization. These aspects helps HR to make quicker and better decisions on behalf of the employees. The application of HRIS extends a little further than the regular work but also helps the organization plan for crisis beforehand.
References
Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.
Hanson, H., Giannantonio, A. E., & M, C. (2008). HUMAN RESOURCE INFORMATION SYSTEMS IN CRISES. Allied Academies International Conference. Academy of Strategic Management. Proceedings; Arden , 23-27. Retrieved from search.proquest.com/docview/192411...
Makkar, U., & Rinku , S. (2014). Determining Employees Perception through Effective HRIS: An Empirical Study. Journal of Strategic Human Resource Management, 3(3) . Retrieved from search.proquest.com/docview/173321...
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Those who are directly involved in an HR work can understand the level of work laid out for them in terms of employee tracking, record keeping, development and various other issues related to employees in an organization. Manual record keeping of these various aspects of an employee is an almost impossible job especially when it comes to bigger organization. According to Armstrong (2012), “The 2007 CIPD s urvey found that the 10 most popular uses to which respondents put their HRIS were: Absence management, Training and development, Rewards, managing diversity, recruitment and selection, others (usually payroll), appraisal/performance management, HR planning, knowledge management and expenses. (Armstrong, 2012, p. 468)”
To make the application of HRIS more effective and efficient, it is generally combined with the IT system. With the use of intranet, the HRIS helps to create a shared platform for all the staffs to log in and utilize the user friendly software. “The research conducted also gives an idea that HRIS is not only time saving and cost effective but it also improves quality of work. The data obtained are more accurate and reliable. (Makkar & Rinku , 2014)” The management can utilize these collected data in the software to analyze past periods and come to better understanding and decision making from recruitment, appraisal, promotion, development and even firing a staff.
Aside from the usual work of the HR, the HRIS these days have also been targeted to be used at time of emergencies. “In trying times, companies must be able to contact their employees and resume business after all types of crises, not just terrorist attacks or natural disasters such as Hurricane Katrina. (Hanson, Giannantonio, & M, 2008)”
The HRIS holds all information of employees in an organization and also helps in communicating with their staffs at times of emergencies. This helps the company to cope better under difficult unforeseen times. “The best thing any organization can do to prepare for a crisis is to prepare its defense and that means planning and communicating, beginning with the HR department via information systems down to all levels of a company. (Hanson, Giannantonio, & M, 2008)”
Thus it can be seen that the use of HRIS can be very useful to the HR work. The data are updated on real time, are accurate, can be compiled and analyzed as and when required and give the detail of every staff throughout their sojourn in the organization. These aspects helps HR to make quicker and better decisions on behalf of the employees. The application of HRIS extends a little further than the regular work but also helps the organization plan for crisis beforehand.
References
Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.
Hanson, H., Giannantonio, A. E., & M, C. (2008). HUMAN RESOURCE INFORMATION SYSTEMS IN CRISES. Allied Academies International Conference. Academy of Strategic Management. Proceedings; Arden , 23-27. Retrieved from search.proquest.com/docview/192411...
Makkar, U., & Rinku , S. (2014). Determining Employees Perception through Effective HRIS: An Empirical Study. Journal of Strategic Human Resource Management, 3(3) . Retrieved from search.proquest.com/docview/173321...