This report concerns with the importance of Human Resource Information System (HRIS) from the perspective of an organisation. The main issue that is highlighted in the research is related to the ineffectiveness of the HRIS due to lack of dedicated resources, poor quality of data, unrealistic time frame and complexities pertaining to management of the software.
ABC Plc is a leading retailing company in the global market. It aims at providing best quality products to the customers, which ranges from necessity to luxury products. To remain competitive in the market the company has to maintain a large base of customers and take care of their needs. It focuses on increasing its productivity by emphasizing on the performance of employees and whether they are capable enough to meet the requirements of the customers. Both customer and employee related information is vital for successful operation of the company. Thus, it maintains a Human Resource Information System (HRIS) to store, manipulate and extract information pertaining to the employees. With the help of the software, the company takes care of number of activities that are related to financing, human resource, payroll and management. It helps ABC Plc to plan an effective HR cost structure as well as control them. The effectiveness of the HRIS can be measured with the help of a rigorous research examining the information system of the company. The main aim of the project is to decipher the effectiveness of HRIS in the company with the help of primary data analysis. However, secondary data are also used in order to understand the importance of HRIS in the contemporary world of management (Kovach and Cathcart, 1999). This specific area of research is very important and interesting, as it highlights the performance of the company based on its human resource. Presently, HRIS has become an essential part of management of every company as it gives easy access to data pertaining to performance and productivity of employees. The main issue that is highlighted in the research is related to the ineffectiveness of the HRIS due to lack of dedicated resources, poor quality of data, unrealistic time frame and complexities pertaining to management of the software.
Theory and Practices
According to Tannenbaum (1990), HRIS is defined as the technology based system that is employed to store, acquire, analyze, manipulate, distribute and retrieve relevant information pertaining to human resource of a company. He has highlighted that in hyper-competitive era, organizations have felt the need of employing information system to control human resources. Companies have used information system and human resource as the two main strategic weapons for becoming competitive in the market.
According to Hall, Mark and Moritz (2003), HRIS aims at providing opportunities to the human resource professionals to improve their performance strategically so that it can increase the productivity of the company. HRIS automates and devolves the routines prepared for human resource jobs aligned for the line managers. It provides with the time needed by human resource professionals for directing their attention towards the strategic level tasks such as talent management and leadership development (Kavanagh, Thite and Johnson, 2011).