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The Role of Information Systems in HRM

HRIS have evolved from automated record keeping to more complex reporting and decision support systems. HRIS allow HR professionals to more quickly respond to changes and needs, and support functions like budget control, skills matching, appraisals, succession planning, and training needs analysis. The role of HRIS is to apply information systems to strategic HR management, workforce planning and employment, and talent management. HRIS support environmental scanning, productivity analysis, promotions tracking, and online recruitment to help organizations plan workforce needs.

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Ahmed MAHAREEK
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89 views2 pages

The Role of Information Systems in HRM

HRIS have evolved from automated record keeping to more complex reporting and decision support systems. HRIS allow HR professionals to more quickly respond to changes and needs, and support functions like budget control, skills matching, appraisals, succession planning, and training needs analysis. The role of HRIS is to apply information systems to strategic HR management, workforce planning and employment, and talent management. HRIS support environmental scanning, productivity analysis, promotions tracking, and online recruitment to help organizations plan workforce needs.

Uploaded by

Ahmed MAHAREEK
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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The role of information systems in HRM

“Continuous innovations in technology is ganging the way HR work is accomplished”.


These technology developments made it possible to create a real-time information-
based and interactive work environment. Personnel information systems have
evolved from the automated employee record keeping into more complex reporting
and decision systems.

In a traditional HRIS, practically we could only work administrative issues, like


monitor absences, salary structures, training information, recruitment, media
response, accessing to current information, medical information, and global
administration.

However, we watched a break with the past and an increase in effectiveness. HRIS
allows us to respond more quickly to changes and to needs of decision-making. HRIS
allows budget control, tracking and screening, skills matching, appraisals, feedback,
manpower planning, succession planning, skills monitoring, training needs analysis,
and global analysis.

The main issue is to define what are the real implications and the role of the
information systems in HRM. HRIS can be applied in several areas, integrated into
the HRIS system.

HR professionals spend their time essentially in business process improvements,


talent management processes, workforce metrics, HR strategy, workforce
management and planning, and competency management. We will now discuss
some examples of the application of information systems in the functional areas of
HRM.

Strategic HR management

Strategic HRM is characterized by the adoption of a dynamic vision of the resources


it manages. It covers not only the planning and implementation of actions, but also
the control of results, which must be related to the strategy of the organization. In
HRIS, we can find information at these levels:

 Environmental scanning: monitoring internal and external environments for


detecting opportunities and threats that may influence organizational plans.

 Quality and productivity improvements: analysis and development to certify the


development of HR quality and productivity.

Workforce planning and employment

HR planning of what the organization will need is of great importance to HR


professionals, revealing different skills profiles, working schedules, enabling the
organization to have the right people, in the right amount, at right time. It reflects
the interests and perspectives of the organization as well as the aspirations of the
candidates and collaborators. The information that we can collect in this area from
HRIS is, for example:
 Promotions, transfers, hiring, and termination rates: tracks data to analyze and
make decisions about workforce planning and employment needs.
 Analysis and definition of work: allowing employees in geographically dispersed
locations to work together.
 Recruitment and selection: ability to support processes by creating tools that are
more agile and enable online work.

Reference: https://www.intechopen.com/books/management-of-information-
systems/the-role-of-information-systems-in-human-resource-management

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