Human Resource Information System Case Study

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Introduction Human resource management (HRM) is simply defines as the management of human resources. ("Human Resource Management"). In details it is the process or function within an organization that focuses on hiring and developing employees in order to improve their performance and become more valuable to the organization. Human resource management is one of most important elements for the success of the company and its evolution, so it is important for HRM to be high in quality, efficient, flexible, and in line with rapid development in technology. Using of information systems in human resource management is essential for organization success and improvement. “The Human Resource Information System (HRIS) is a software or online solution…show more content…
Department managers explain to HR managers what qualifications they want for applicants. Then they develop job descriptions, qualifications and skills required for the job. Then they post their advertisement in newspaper or on online boards. Later on, they go through large numbers of received CVs to select the most qualified applicants. Of course this process is not easy and it needs a lot of time and effort. The Internet has dramatically changed the ways of both job seekers and organizations in employment practices. Appling Information systems methods in this case is very important and effective. Human Resource Information Systems (HRIS) will be the best choice to automate this process. Organizational recruiting sources such as direct applications, advertisements, public or private employment agencies, colleges, universities, etc. are going to be replaced by HRIS electronic recruiting facilities reducing the cost of the organization. Employee selection must be according to the job type and relevant skill requirements such as technical skills, intelligence, interpersonal skills, computer skills, etc. HRIS skill inventory facilities can be used to store data in a skill database facilitating the selection of the most suitable candidates after analyzing their skills and qualifications according to the job requirement. CVs sent through the Internet can be scanned for keywords identifying the…show more content…
TNA enables individuals to learn at their own level, as well as learning only what they need to know in order to benefit their work. TNA is an excellent HR tool, which assists the organization to maintain a training record for each delegate, showing skill levels before and after the training. Succession planning is another part of training and development, used to identify and track high-potential employees already working in the organization in order to fill the top management positions whenever they become vacant. Organizations define strategies to accomplish succession-planning objectives. HRIS skill inventory and TNA facilitate succession planning as well. HRIS is one of the systems that organizations invest and implement according to their corporate, HR and IS/IT strategies. HRIS is developed to assist the organizational HR planning. HRIS can mainly provide information to the organization in order to select and recruit candidates or train and develop the employees to execute the HR plan. However, few organizations use HRIS for HR planning. Most organizations use HRIS to generate a limited number of traditional reports of HR administration work such as online leave management, salary calculations, attendance recording, etc., rather than trying to take the essence of available HRIS

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