Human Resource Information System (HRIS)
Provides managers with the necessary information for making intelligent human resource decisions. Basic human resource decisions are recruitment, selection and placement, training and development, performance appraisal, wage and salary management.
(a) Benefits of a computerized HRIS
(i) It can handle a large volume of staff records. Given that the employees are expanding in number, then this will be very relevant.
(ii) Updates
Using a HRIS updates on staff records can easily and effectively be done. This is because, the computer allow for edit of records.
(iii) Accessibility
Accessibility to records can be done on the click of a button. The disadvantages of numerous files is eliminated.
(iv) Cost effective
A computerized HRIS is a definite cost cut bearing in mind that the staff is large and thus the cost are spread over a large volume.
(v) Accuracy
Accuracy of records is greatly enhanced through use of computers. However, the GIGO concept still applies, that is Garbage in, Garbage out.
Definition of a HRIS
The Human Resource Information System (HRIS) refers to a system where all personnel, benefits and payroll information are processed and stored. The HRIS systems are usually purchased from vendors (such as PeopleSoft) and customized to run in organizations.
Modules supported by the HRIS include:
• Base Benefits
• Effort Reporting (interim solution)
• Financial Statement Analysis – with regard to personnel benefits
• Payroll Processing
• Position Management
• Recruitment
