Human Resource Information System ✓ Solved

The Human Resource Information System

The two main ways to view an HRIS are the data view and the process view/perspective. The process perspective examines how tasks and activities in which the institution participates and how the data flows through the HRIS system. For instance, a recruitment system may be involved in collecting and sharing common tasks carried out in the institution, like sorting and scheduling interviews, and receiving applications from applicants. The process perspective, therefore, sorts and handles only the tasks within the application in this example.

When designing such a system, it is important to consider all the business processes within the institution, from the collection of data during the input phase, the way the data flows within the system until it is stored for later use or manipulation without regard to the type of data being channeled. The data perspective revolves around the type of data collected and utilized by the institution. It ensures that the system collects the data accurately and efficiently, without regard to where and how the data will be used in the HRIS.

The information will be very useful to the change team, as they will be able to use this information to create a complete picture of how the HRIS should look like. Dealing with these two perspectives makes it easier to separate the content since data can be transferred but processes may change on the way. This shows that data is somewhat permanent, whereas processes are dynamic.

It is also important to break down the HRIS into simpler components for the technical team's understanding of needs. When the needs are understood clearly, they can be merged to create a complete picture, making the design easier. The needs are better channeled to the technical team as they are well known. A process model is a diagrammatical representation of the processes within the institution. According to the literature, the Data Flow Diagram (DFD) is the most common process model used in organizations.

The symbols of such a process model include an entity, which may be a person, system, or department that is the source or destination of data to or from the HRIS system. There is a data flow that shows the movement of data within the system from one point to another. The third symbol is the process, which represents the activity or task carried out in the organization. Finally, the last symbol is the data store, which is the primary storage or repository of data.

The entities for the HRIS are the Application Tracking System, the applicant, Human Resources, and Management. This means that the key business activities and processes for the organization include applying for an open job by the applicant, managing the requisition and approval of job openings, storing resumes and job applications, retrieving through query functions the names of applicants who match job requirements, tracking a candidate’s recruitment progress through the recruitment and selection process, and providing automated reporting functions.

After a logical design has been successfully modeled and tested, the main task lies in translating the logical design into a physical design. The physical design represents a material design, with all the hardware and software components fully linked together, or rather networked together. There are three different choices in implementing physical design.

However, I would choose to only make changes to HR business processes without implementing new or upgraded technology. This is because technology can only be used to support great business processes. If our business was not so great, there is no need to use technology. The use of forced technology would only be costly to the company. Great technology can only be used to support HR practices so that they are more efficient and add value to the organization.

There are many HRIS vendors on the web. However, among the most outstanding are Bamboo HR-HRIS, Simple HR-HRIS, and Atlas Business Solutions. The Atlas Business Solutions costs $495. It is simple to use, as employee data is just a click away and very easy to navigate. Bamboo HR-HRIS adapts to changing client needs; despite being simple and affordable depending on the employee count, it offers a free trial. The cheapest package costs $99. The Simple HR-HRIS is the best, offering a free demo, has all the capabilities offered by the other HR software, but also guarantees a risk-free money-back. In addition, it has a Document Library of over 110 reports, making it one of the most widely used. It also costs only $199.

In conclusion, the Human Resource Information System (HRIS) is crucial for improving HR practices within an organization. By understanding both the data and process perspectives, organizations can implement more efficient systems that support business processes and enhance overall productivity.

References

  • Kavanagh, M. J., & Johnson, R. D. (2017). Human Resource Information Systems: Basics, Applications, and Future Directions. Thousand Oaks: SAGE Publications.

  • Mane, M. K. (2016). Leveraging Human Resource through Employee Self Service In HRIS. International Journal of Research in Social Sciences, 6(6).

  • Misra, R., Panigrahi, C. R., Panda, B., & Pati, B. (2018). Software Design. In Application Development and Design: Concepts, Methodologies, Tools, and Applications (pp. 18-56). IGI Global.

  • Qadir, A., & Agrawal, S. (2017). Human Resource Information System (HRIS): Re-engineering the Traditional Human Resource Management for Leveraging Strategic Human Resource Management.

  • Siengthai, S., & Udomphol, A. (2016). The Impact of Human Resource Information System (HRIS) on Organizational Effectiveness: A Case Study of the Textile Industry in Thailand. International Journal of Asian Business and Information Management, 7(3), 40-53.