Information Management paper
cadye
outline_on_hris.docxOutline on HRIS
Title: Human Resource Information Systems
Thesis: Role of training and development in any organization, effects of organizational change, why HR departments are necessary for an organization and the role of HR departments in an organization's growth are the reasons why Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses.
I. INTRODUCTION a. Organizations must treat information as any other resource or asset. It must be organized, managed and disseminated effectively for the information to exhibit quality.
b. Thesis: Role of training and development in any organization, effects of organizational change, why HR departments are necessary for an organization and the role of HR departments in an organization's growth are the reasons why Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses.
II. BACKGROUND
a. The information systems field is arguably one of the fastest changing and dynamic of all the business processions because information technologies are among the most important tools for achieving business firms’ key objectives.
b. Until the mid-1950s, firms managed all their information flow with paper records.
c. During the past 60 years, more and more business information and the flow of information among key business actors in the environment has been computerized.
III. MANAGEMENT INFORMATION SYSTEMS (MIS)
a. It is important to coordinate and control major functions, departments and the business processes in an organization.
b. Management information system (MIS) is designed to assist managerial and professional workers by processing an disseminating vast amounts of information to managers’ organization-wide.
c. Management information system supplies information for strategic, tactical and operational decision making to all subsystems within the organization.
IV. HUMAN RESOURCES INFORMATION SYSTEMS (HRIS)
a. HRIS were primarily seen as MIS sub functions within HR areas intended to support the “planning, administration, decision-making, and control activites of human resource management.
b. Information technology in the past decade drastically changed the human resources function.
c. In HR planning process it is easier to follow workforce gaps, the quantity and quality of the labour force and to plan future workforce requirements with the help of HR knowledge systems.
d. HRIS is defined as an “integrated system used to gather, store and analyze information regarding an organization’s human resources’ comprising of databases, computer applications, hardware and software necessary to collect, record, store, manage, deliver, present and manipulate data for human resources function.”
V. RESEARCH METHODOLOGY
a. The purpose of the study is to determine the relationship between the satisfaction of employees from HRIS and their perceptions of HRIS.
b. The questions about social demographic qualifications such as gender, education, seniority, position and age were included to the items for measuring HRIS and the questionnaire form was developed.
c. Pearson correlation analysis was used to test the relationship the satisfaction of employees from HRIS and their perceptions of HRIS.
VI. CONCLUSION
a. HRIS is an integrated system used to gather, store and analyze information regarding an organization’s human resources’ comprising of databases, computer applications, hardware and software necessary to collect, record, store, manage, deliver, present and manipulate data for human resources function.
b. The use of HRIS in organizations has various advantages for managers especially in decision making processes.
c. The results of research reveal that HR employees perceive HRIS useful and they are satisfied with the system.
