Human Resource Information System And The Field Of Information Technology

710 Words3 Pages
In the contemporary scenario organizations rely upon technological advancement and innovation in the field of Information Technology. Human resource information system (HRIS) or human resource management system (HRMS), is basically an intersection of human resources and information technology through a HR software solution. The Human Resource Information System is software for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. The goal of HRIS is to merge the different parts of human resource, including payroll, labor productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. HRIS provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. In most situations, an HRIS will also lead to increases in efficiency when it comes to making decisions in HR. HR’s future lies in its ability to evolve to improve culture and engagement, build new generations of leaders, and leverage technology to implement digital HR and design thinking. This way HR can enhance the employee and build the talent leaders as per the organizational needs. The common perception is that HR is not innovative enough and it is administrative, bureaucratic in functioning; HR professionals are not aligned with the business strategy and lack analytical skills. Human resource information system is not new concept but it is recuperating day by day with changing environment. Organizations have significant work to do, where HR leaders are adapting to understand ... ... middle of paper ... ...ure and understanding culture models. Design thinking moves HR’s focus beyond building programs and process with a new goal; designing a productive and meaningful employee experience through solutions that are compelling, enjoyable and simple. With the increasing use of contingent freelance workers to the growing role of robotics and smart machines, the corporate workforce is changing-radically and rapidly. Companies are hiring people analytics staff, cleaning up their data, and developing models that help transform their businesses. Driven by competitive pressure and the greater availability of more integrated systems, organizations are aggressively building people analytics teams, buying analytics offerings, and developing analytics solutions. Therefore, continuous hard questions can be asked. Companies can consider these HR mandate and can go for restructuring.
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