Human Resources Information Systems (HRIS)

For Better HR Operations

Human Resources Management (HRM) is the attraction, selection, retention, development, and utilization
of labor resource in order to achieve both individual and organizational objectives. Human Resources
Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human
resource Information system helps HR managers perform HR functions in a more effective and systematic
way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute
pertinent information regarding an organization's human resources. A human resource information system
(HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent
information about an organization's human resources (Tannenbaum, 1990). The HRIS system is usually a
part of the organization's larger management information system (MIS) which would include accounting,
production, and marketing functions, to name just a few. Human resource and line managers require good
human resource information to facilitate decision-making. An extensive study by Towers Perrin study
revealed the following benefits of

Application of HRIS

HRIS can be applied in the following areas of HRM

• HR planning
• Succession planning
• Work force planning
• Work force dynamics analysis
• Staffing
• Applicant recruitment and tracking
• Employee data base development
• Performance management
• Learning and development
• Compensation and benefits
• Pay roll
• Job evaluation
• Salary survey
• Salary planning
• International compensation
• Benefits management
• Develop innovative Org. Structure
• Develop IT

HRIS Benefits:

HRIS has showed many benefits to the HR operations. A few of them can be detailed as;

o Faster information process,

o Greater information accuracy,
o Improved planning and program development, and
 o Enhanced employee communications (Overman, 1992).

Barriers to the success of an HRIS:

o Lack of management commitment

o Satisfaction with the status quo
o No or poorly done needs analysis
o Failure to include key people
o Failure to keep project team intact
o Politics / hidden agendas
o Failure to involve / consult significant groups
o Lack of communication
o Bad timing (time of year and duration

HRIS software:

 Abra Suite: for human resources and payroll management

 ABS (Atlas Business Solutions): General Information, Wages information,
emergency information, Reminders, Evaluators, Notes customer information,
Documents and photos, Separation information.
 CORT: HRMS: applicant tracking, Attendance tracking and calendars, Wage
information, Skills tracking, Reports-to information, Status tracking, Job history
tracking, Cost center tracking, Reviews and tracking, Mass update and change tools
etc.
 HRSOFT: Identify and track senior managers, Assess management skills and talents,
Generate a wide range of reports, resumes, employee profiles, replacement tables
and succession analysis reports, Identify individuals for promotion, skills shortages,
unexpected vacancy, Discover talent deep, Competency Management, career
development, align succession plans etc.
 Human Resource MicroSystems: sophisticated data collection and reporting,
flexible spending accounts, compensation, employment history, time off, EEO,
qualifications, Applicant/Requisition Tracking, Position Control/Succession Planning,
Training Administration, Organization Charts, HRIS-Pro Net (employee/managerial
self-service), HR Automation (eNotification and eScheduler), and Performance Pro
(performance management)
 ORACLE- HRMS: Oracle iRecruitment, Oracle Self-Service Human Resources,
Payroll, HR Intelligence, Oracle Learning Management, Oracle Time and Labor
 PEOPLESOFT: Enterprise eRecruit, Enterprise Resume Processing, Enterprise
Services Procurement, Workforce Planning, Warehouse
 SAP HR: Human Capital Management (HCM) for Business, All-in-One: Rapid HR,
 SPECTRUM HR: iVantage® and HRVantage®. iVantage is a Web-based HRIS
product designed for organizations with up to 10,000 employees.
 VANTAGE: HRA: 'Point-and-Click' report writing, internal Messaging System for
leaving reminders to yourself, to someone else or to everyone using HRA - very
useful for Benefit Applications, Disciplinary Actions, Special Events, Employee
Summary Screen for Basic, Leave (Absenteeism) and Salary/Position History, skills &
training module, Leave Tracking Module

Critical Analysis

Although almost all HR managers understand the importance of HRIS, the general perception is that the
organization can do without its implantation. Hence only large companies have started using HRIS to
complement its HR activities.

But HRIS would be very critical for organizations in the near future. This is because of a number of
reasons.

• Large amount of data and information to be processed.

• Project based work environment.
• Employee empowerment.
• Increase of knowledge workers & associated information.
• Learning organization

The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis
created by "technology" and "IT" in the minds of senior management. They may not be very tech savvy
and fear being left out.

But trends are changing for the better as more and more organizations realize the importance of IT and
technology. Major HRIS providers are concentrating on the small and middle range organizations as well as
large organizations for their products. They are also coming up with very specific software modules, which
would cater to any of their HR needs. SAP and Peoplesoft provide HR modules within their business
intelligence software. Hence HRIS would soon be an integral part of HR activities in all organization.