The HR Information System: The Human Resource Management System

Human Resource Management (HRM) is all about balancing the organization’s people and processes to the best to achieve the goals and the strategies of the organization, as well as the goals and the needs of employees. The main role of an HR manager is to fulfil the integrating business operations and strategies across a wide array of culture, products, and ideas, while effectively delegating work among human resource specialist and line management. There are many key functions of a HR manager to the organization. Some of the key functions of a HR manager are

Traditional human resource management is seen as a simple department to recruit people and to deal with salary and insurance issues. Some organizations even let it manage administrative issues. Today, human resource development and management functions more than those. There are several critical functions of it.

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

In today’s world, it is vital for each and every organisation to collect and keep personnel data of the organisation. Human resource function is such a vital role in any organisation as it is responsible for collecting accurate data and how that data should be managed. Human resource function also covers the legal implications of storing data and will enable managers to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support for decision making.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

The Human Resources Information System, “is a framework that gives you a chance to stay informed concerning every one of your workers and data about them. It is generally done in a database or, in a progression of between related databases” (Human Resource Information Systems, n.d.). It’s very important for an HR director to be knowledgeable of this information, because maintaining a business will produce a ton of data, both identified with the business and identified with your representatives. You should have the capacity to outfit and secure this data in a framework for several distinct reasons. First and foremost, you don 't need classified data about your association or workers getting into the wrong hands. Also, a human asset data programming (HRIS) framework is a savvy decision on the grounds that it will diminish the measure of paper produced, arrange your information, streamline procedures, and help your organization 's primary concern. (Human Resource Information Systems, n.d.)

The Human Resource Department manages administration of individuals inside the organisation, there are various obligation that accompany with this title. Above all else, the department is responsible for contracting parts of staff, involving in attracting employees, keeping them in their positions and guaranteeing that they perform to desire. Additionally this department clarifies and sets the day to day achievement of the organisation. It is responsible for the organisation of people in the whole company and makes strategies for the future and objectives including people in the company.

Accurate, timely, and actionable Human Resource (HR) metrics are key’s to assessing HR’s contribution to organizational effectiveness. Despite the capabilities available in today’s Human Resource information System (HRIS), organizations often still use simple, cost-oriented metrics based upon the most conveniently retrieved data, rather than determining the most appropriate metrics for a given setting. With better analytics and metric skills, HR professionals can more effectively communicate the key human capital drivers of success to managers, and work with them to develop metrics that focus on business value, organizational effectiveness and return on investment (ROI) (Johnson, Gueutal, & Marler, 2012, p. 15).

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

Information nowadays is shared by multiple departments which removes duplicate entries, reduces errors and improves the accuracy of data. The HR module gives a fully integrated data structure for the enterprise.

using Workday is that it is set up more for larger companies than smaller companies. Smaller companies may not be able to use all of the things that Workday offer. Also for the functionality and to work properly you must by online with strong connections. Some have said that this system does not have all of the ERP product that other human resource information system may have.

Human Resource Information System (HRIS) constitutes of commonly adopted management practice by organization in the twenty first century .It helps in fulfilling of diverse expectations such as reducing costs, speeding up processes, improving quality, and even gaining of more strategic role for HR within the organization .The use of Human resource information systems (HRIS) has been advocated as an opportunity for Human resource (HR) professionals to become strategic partners with top management. The idea has been that HRIS would allow for the HR function to become more efficient and to provide better information for decision–making. (Kashive)

The purpose of this project is to compare both of the system which is used in Human Resource department of every organization. The purpose of this software is to maintain the records of employees who are working in an organization.

Human resource management in modern enterprises does not mean responsibilities only for the HR Department. It is the work of the whole enterprise, especially for the senior management. Human resource management is being considered much more valuable. The nature of enterprise management is to realize a certain goal of the enterprise. It refers to activities carried out for training, exploiting, utilizing and coordinating, in virtue of limited resources. The object of enterprise management is various resources related to the targeted goal. It includes human, money, material, time and information (2003). There is not only coordinating work against limited resources but

Human resource Information system enables managers to perform and coordinate HR functions in a more effectively and systematically by using technology. It is the system used to acquire, store, operate, scrutinize, recoup, and distribute suitable information regarding an organization’s human resources. The HRIS system is usually a part of the organization’s management information system (MIS) which would include accounting & finance, manufacturing, and marketing functions, Both HR Human and line managers require good human resource information to smooth