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Inventory management as well as Supply chain operations are often overlapping and hold the key to the success of sales operations. In all of the businesses be in automobile, manufacturing, pharma or retail industry, status of inventory reflects the health of the business. Inventory operations have two key elements namely Inventory System and Physical operations. […]
Reverse Outsourcing: The New Trend in Outsourcing
Gone are the days when outsourcing meant a steady stream of jobs being shipped to India. Now the trend is for Indian companies to create jobs in the West. This phenomenon which is gathering pace in recent times is known as reverse outsourcing or the trend of Indian IT and BPO companies opening offices in […]
The Effect of Rising Oil Prices on the Indian Economy
The prices of oil have once again started going through the roof. In the past few years, the prices of oil have seen a steady downturn. This can be largely attributed to the supply gut that was created as a result of a new technology called “fracking.” The world has changed immensely since then. Geopolitical […]
What is RACI Matrix – Rules for Using the Matrix
A RACI matrix is a very important tool that can help in the implementation and correct functioning of a process. The RACI matrix is mostly used to align the human elements in the process. Usually there are many different people involved in any process and they have differing responsibilities. When working in teams, ambiguity about […]
Information System for Decision Support
Introduction In the current globalized business environment, decision making is becoming more and more difficult. Some of the problems faced by business are as follows: There is large volume of internal organizational data on hand thanks to the modern data-storage system. However, not all data available would be useful for decision. The flow of information […]
In the contemporary scenario of modernization and globalization, organizations heavily rely upon technological advancement and innovation in the field of Information Technology.
Advancements in the field of IT has opened up newer avenues for the organizations and provided a competitive advantage by using innovative and customized solutions. It has become an integral part of the organizational functioning and all the departments depend on integrated systems for organizing, storing, retrieving and reviewing data. Today Internet and automation has facilitated accessibility, reliability and accuracy of information; improved organizational effectiveness and provided a leadership edge by applying technology in various operations.
Human Resource Management function is fast evolving and the application of Information Technology has revolutionized the way in which organizations operate.
The field of Human Resource Management has been continuously evolving and the HR in today’s scenario is playing a strategic role than merely a support system. Human Resource function primarily deals with the employees, employers and all the people who are related with the organization. It is designed to improve employee productivity, performance and align the workforce with the business.
The HRM functions in an organization deals with people related issues like Recruitment & Selection, Compensation, General Administration, Employee Welfare and Involvement, Communication, Organizational Development, Performance Management, Employee Motivation, Rewards & Recognitions and Training & Development.
HRIS or Human Resource Information System, is a customized software solution designed for helping the organizations to automate and manage their HR, payroll, management and accounting activities. HRIS affects the performance of the people, processes and key organizational strategies by automating key HR processes like recruitment, training, manpower planning, performance appraisal and job analysis & design.
HR software mechanizes the day to day general and administrative functions performed by the HR department, enhances overall employee productivity and performance. HRM applications can be used for updating and recording employee information, its usage can make the recruitment process more robust and effective.
HRMS facilitates applicant tracking, interviewing and confirmation process. Apart from this, the workforce administration strategies can be streamlined and it can generate various cost advantages to the organizations by streamlining various functional operations.
Human resource management system or HR Package (HR solutions) can be used in training processes, tracking employee performance and participation (performance management system), payroll management system and accounting, benefits and leaves.
In a nutshell, HRMS offers distinctive advantages to the organizations by automating various functions of HRM, thereby reducing the workload of the HR department and increasing the efficiency of the department by standardizing key HR processes.
According to Parry (2010), HRIS can serve as a vital strategic tool as it shares crucial data with the management related with recruitment and retention strategies which can be aligned with the overall corporate strategy for realizing the organizational objectives of growth. Additionally, by using HR applications, a company can calculate the overall costs incurred per employee and it’s effects on the business as a whole (DeSanctis, 1986).
Historical data reveals that the evolution of HRIS can be traced back in 1950’s and 1960’s when the first automated systems (payroll system) was introduced (Martinsons 1997). Kavanagh et al. (1990) shared their insights on historical evolution of HRIS by introducing the historical eras in human resource from the pre-World War II period to the 1980s and how the evolving HR practices had its effect on the HRIS.
With the increasing importance of IT applications in HR, the functioning of HR department has been undergoing a radical change from mere administrative and support functions to a more active participant in the strategic decisions of the organization.
Historical eras in HR (Source: Kavanagh et al. 1990, Pp: 7)
During 1990’s, extensive studies were undertaken on the advantages of the introducing HRIS in the organization and its influence on the overall human resource strategies and business planning. Several theorists advocated the advantages of using HRIS and the organizations were considered to be more competitive if they had a well-equipped HRIS to support HR functions.
Key features which an HR application must have are:
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