In any given organization, it is the manager’s responsibility to have an efficient working process. This must be done alongside meeting the requirements of the organization’s practice. In order to achieve both, a connection between all employees needs to be established. Human resource management is the organizational entity that meets this criterion by connecting with workers, maintain workers’ benefits, and monitors how workers are treated. It is essential to use a data framework in order to ensure all human resource activities are done in an efficient and viable approach. Generally, the manager chooses the proper and reasonable framework to meet their organization’s needs (Bianca, 2012). Human Resources Information System (HRIS) is a system by which the data is collected, broken down, and stored. Such a system is beneficial to the organization as it allows the HR department to computerize all data and relay them instantly to administration when needed while reducing manual record-keeping activities.
The role of the HR department, in general, involves monitoring and tracking the abilities, skills, incomes, and history of the employee while also observing their achievements. By using some stages of HRIS, the HR department will have a piece of more precise and instant information on personnel. Each stage delivers a specific purpose within the HRMS that enables HR to easily track information or gather it. Some benefits of HRMS modules include helping with employee scheduling and self-service, retrieving and storing employee information, keeping attendance, tracking benefits and compensations, hiring and training, and makes decision making easier and more accurate.
HRIS helps firms ensure productivity and viability while also give them certified competition. These data systems can yield reports that aid in decision making (DeSanctis, 1986). HRIS is being used more frequently nowadays simply because of its added benefits to the firms. There are three types of HRIS: 1- Operational Human Resource Management, 2- Relational Human Resource Management, and 3- Transformational Human Resource Management.
As for the operational human resource management, the choice lies in the HR asking employees to keep their personal information updated through an online human resource website. If there is no such online system, HR must enforce the company on having this system. For relational human resource management is aimed at supporting employment for advertising for vacancies such as ads and online listings, and for supportive training. Lastly, transformational human resource management ensures a workplace that is ready to change any moment by having the company’s strategic view in-line with web-based tools for the workforce to adhere to.
During the past fifty years, human resource administration has undergone improvements and developments in addition to the technical developments that changed companies’ exercises. It is no secret that human resource information systems have contributed positively to human resource management and aided in the decision-making process. Although these systems have been utilized for authoritative tasks rather than logical ones, they will eventually be used in HRM to support the decision-making panels.