Hris

HRIS Literature Review

I. Future Trend of Human Resource Management with Information System

1. Definition of Human Resource Information Systems

Human Resource Information Systems (HRIS) refers to the systems and processes at the intersection between human resource management and information technology. It merges human resource management as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software (Wikipedia, Definition of HRIS).

Literatures also have different explanation regarding HRIS.

Earlier definition from Tannenbaum, 1990, referred HRIS – “One which is used to acquire, store, manipulate, analyze, retrieve and distribute information about an organization’s human resources.”

Hedrickson 2003 indicated, “HRIS can be briefly defined as integrated systems used to gather store and analyze information regarding an organization’s human resources.”

According to Hedrickson, HRIS is not limited to computer hardware and software applications. Instead, HRIS should cover the people, policies, processes and data that are required to manage HR functions. Sunil Goel 2008 says, “HRIS is an effort towards speedy, effective and professionally handing of information on resources for efficient management of human resource function”.

In conclusion, Human Resource Information Systems refers to a management framework using information technology to utilize the outcome of human resource management. Additionally, the purpose of Human Resource Information Systems is to help human resource professionals using technology to maintain data of all the employees within organization, analysis data for further development.

2. Advantages of Human Resource Information Systems

HRIS is believed to perform tasks with complex data. At the talent management side, it can help companies to...