Human Resource Management
Three Levels of Information System A summary of the three levels of IS according to organization level is depicted in Figure AboveFigure-1: Different level of IS use (Source: Elliott and Starkings, 1998:Pg48)
To cater to such diverse informational needs at each level of the organization, a systematic and a sophisticated, analytical system would prove both responsive as well as cost effective. Companies look forward to HRIS to simplify the HR activities, which best serves the end customer i.e. the employees and managers. HRIS can assist human resource in numerous ways, particularly in the day-to-day functionality by streamlining workflow through control process, system interface and database validation. For instance, HRIS consists of webbased portal which integrates employee self-service system (ESS). This removes the burden of administrative work for HR by lacing policies, procedures and involves employees to maintain their own information. ESS is widely used as a platform to keep employees up to date on the latest company news, awards or achievements by both employees as well as the company. HRIS acts as an interface between the user and the database, which is a real value-addition in terms of data analysis and reports. Probably, the most profound way in which HRIS can manage human capability, is by providing end-to-end solution around the employee life-cycle which includes activities like recruitments; manage performance management system, learning system, succession planning etc. It is about managing the human capability in all dimensions. Adding on to managing aspect, other areas that HRIS can assist is, in the control of payroll processing at a fraction of the cost incurred in outsourcing and ensuring government and payroll tax compliance with automatic updates,, to keep the HR up to date on the latest regulations. With continuous technological breakthroughs, HRIS system is increasingly becoming advance and more user-friendly. Some of the latest achievements in this technology include the Time Clock system, OLAP, Real-Time system and Web-GUI’s. OLAP system allows direct links to the
online system, so the data can be recorded via web and when saved the data is submitted via direct link into the HRIS. Some of the key advantages by implementing HRIS are: •Reduction of cost of storing HR information. •Higher speed of retrieval and processing of data. •Reduction of duplication of effort leading to reduction of cost. •Reduction of manual operations due to automation of HR process. •Better analysis leading to more effective decision making. •Improved quality and accuracy of reports. •More transparency in the system. The future trends of HRIS would incline towards technology improvements of e-workplace, mobile computing, XML (standards such as HR-XML for some companies, this shift has taken place but for others the journey has just begun) and many more. Communications will become vital as the Indian workforce evolves. With an increasing number of employees sharing and communicating on a real-time basis, HRIS will be able to fulfill the required job of keeping the communication link maintained via web mobile, WAP and PDA devices, no matter where they are located!
iNM - Magazine
18