Introduction to HRIS

Before the class start, I feel quite stress because all of my senior said that this subject is very difficult to understand and hard to score. So, when Dr. Nur Naha step into the class, I feel a bit helpless and I wonder what result will I get at last. After she introduce a bit herself and about what we will learn in this subject, I feel more stress because I do not know how to do the group assignment. Apart from the group assignment, I start to enjoy the lecture because I notice that the explanation from lecturer is clear and she always smile to us when she give lecture. During the lecturer, we learn about the The Web and Key Trends Changing Human Resources.

Nowadays, Human Resource Information System (HRIS) become more important among organization because it can help the organization more compete, efficiency and effectively. Tannenbaum (1990) defines HRIS as a technology-based system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization’s human resources. From the class, I know that IS has several components. According to the Hendrickson (2003), HRIS is not limited to the computer hardware and software applications that comprise the technical part of the system, it also includes the people, policies, procedures, and data required to manage the HR function.

To generate valuable output for computer users, the HRIS have to process that output, make the necessary calculations, and then format the presentation in a way that could be understood.

Input --> Processing Data into Information --> Output

According to the process above, we need to key in the input into the computer first. For example, a human resource executive uses their system to key in the individual training record of employee. Then, they will generate the data into chart or table such as the percentage of employee who already attend the leadership skills training.

After the class, I notice that a organization cannot survive without a effective human resource information system because it very help a lot such as storing information and data for each individual employee, providing a basis for planning, decision making, controlling and other human resource functions, meeting daily transactional requirement such as marking absent and present and granting leave.

Beckers and Bsat (2002) pointed out five reasons why companies should use HRIS.

These are:

• · Increase competitiveness by improving HR practices
• · Produce a greater number and variety of HR operations
• · Shift the focus of HR from the processing of transactions to strategic HRM
• · Make employees part of HRIS, and
• · Reengineer the entire HR function

Many scholars show many advantages of the HRIS, I also notice that HRIS really important to management when I was in the internship program at a international company.

When I step into the real work life, we cannot just depend all the paper file and store it in the cabinet, it will waste time and waste the space. We need to use the system well in order to have more effective job. I feel glad to learn this subject because I know it will help me a lot at the future.

Reference:

Beckers,A.M., & Bsat,M.Z.(2002). A DDS classification model for research in human resource information systems. Information Systems Management, 19(3),41-50

Hendrickson R. Anthony “Human Resources Information Systems: Backbone Technology of Contemporary Human Resources” Journal of Labor Research Vol. XXIV No.3 Summer 2003

Tannenbaum, S.I (1990)”HRIS information: user group implications” Journal of Systems Management, Vol. 41 No.1 pp.27-32, 36