INFORMATION SYSTEM FOR HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS)
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INFORMATION SYSTEM FOR HUMAN RESOURCE MANAGEMENT SYSTEM (HRMS)
ABSTRACT
Organizations in the information age are thriving to understand and digest the overwhelming amounts of information and raw data within their environments with great efforts to turn these bits and pieces of information into a set of meaningful knowledge that forms their intellectual capitals which could be used to alter the whole organizational performance. This study came in line with this trend in order to better understand the adoption of computerized human resources information system in the an organization. An HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through a HR software solution. This allows HR activities and processes to occur electronically. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, management, and accounting functions within an organization. The goal of HRIS is to merge the different parts of human resource, including, labor productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. In most situations, an HRIS will also lead to increases in efficiency when it comes to making decisions in HR. This research work helps to know about how HRIS help the organization to enhance the efficiency of work.Keywords- HRIS, HRM, HRMS, Human Resource, Human Resource Information system.
CHAPTER ONE
1.1 INTRODUCTION TO THE STUDY
Information technology extremely infuses human resource management in this global networking era. Digital possibilities have been challenging the traditional ways of delivering HRM services within business and public organizations for more than a decade now. In addition, the performance of human resource.
HRM organizations now days are becoming strongly dependent on HRIS (Lippert & Michael Swiercz, 2005; Troshani, Jerram, & Hill, 2011). HRIS is defined as a system which is used to acquire, store, manipulate, retrieve and (Kavanagh, Thite, & Johnson, 2012). The two
ABSTRACT
Organizations in the information age are thriving to understand and digest the overwhelming amounts of information and raw data within their environments with great efforts to turn these bits and pieces of information into a set of meaningful knowledge that forms their intellectual capitals which could be used to alter the whole organizational performance. This study came in line with this trend in order to better understand the adoption of computerized human resources information system in the an organization. An HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through a HR software solution. This allows HR activities and processes to occur electronically. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, management, and accounting functions within an organization. The goal of HRIS is to merge the different parts of human resource, including, labor productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. In most situations, an HRIS will also lead to increases in efficiency when it comes to making decisions in HR. This research work helps to know about how HRIS help the organization to enhance the efficiency of work.Keywords- HRIS, HRM, HRMS, Human Resource, Human Resource Information system.
CHAPTER ONE
1.1 INTRODUCTION TO THE STUDY
Information technology extremely infuses human resource management in this global networking era. Digital possibilities have been challenging the traditional ways of delivering HRM services within business and public organizations for more than a decade now. In addition, the performance of human resource.
HRM organizations now days are becoming strongly dependent on HRIS (Lippert & Michael Swiercz, 2005; Troshani, Jerram, & Hill, 2011). HRIS is defined as a system which is used to acquire, store, manipulate, retrieve and (Kavanagh, Thite, & Johnson, 2012). The two
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