Human Resource Information Systems Information research paper

The Human Resource Information Systems

The Human Resource Information Systems is introduced by presenting the various definitions, development, costs and benefits, as well as their functions and relationship with HRM. Furthermore, different software providers and their solutions is presented.

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HRIS shape an integration between human resource management (HRM) and Information Technology. Even though these systems may rely on centralized hardware resources operationally, a small group of IS specialists residing within the personnel department increasingly manage, support, and maintain them. HRIS support planning, administration, decision-making, and control. The system supports applications such as employee selection and placement, payroll, pension and benefits management, intake and training projections, career-pathing, equity monitoring, and productivity evaluation. These information systems increase administrative efficiency and produce reports capable of improving decision-making

Tannenbaum (1990) defines HRIS as a technology-based system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization’s human resources. Kovach et al., (1999) defined HRIS as a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by organization about its human resources, personnel activities, and organization unit characteristics. Furthermore, HRIS shape an integration between human resource

Input Data Maintenance Output

The Input function enters personnel information into the HRIS. Data entry in the past had been one way, but today, scanning technology permits scanning and storage of actual image off an original document, including signatures and handwritten notes. The maintenance function updates and adds new data to the database after data have been entered into the information system. Moreover, the most visible function of an HRIS is the output generated. According to Kovach et al., (1999), to generate valuable output for computer users, the HRIS have to process that output, make the necessary calculations,

and then format the presentation in a way that could be understood. However, the note of caution is that, while it is easy to think of HR information systems in terms of the hardware and software packages used to implement them and to measure them by the number of workstations, applications or users who log onto the system, the mostimportant elements of HRIS are not the computers, rather, the information. The bottom line of any comprehensive HRIS have to be the information validity, reliability and utility first and the automation of the process second

WIPRO- HUMAN RESOURCE analysis in detail

cmm

Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT Services Company globally. Wipro’s people processes are based on the current best practices in human resources, knowledge management and organization development.

Wipro is the first Indian company to adopt Six Sigma. It has expertise in Six-Sigma methodologies, which have been put in use to streamline and enhance existing people processes in organizations,enabling decision making based on metrics and measurements, ensuring that 91% of the projects are completed on schedule, mush above the industry average of 55%.
Human Resource Policies

Manpower Planning

Recruitment & Selection

Training & Development

Performance Appraisal

Promotion, Transfer, & Demotion

Administration Section

Grievance Handling

Welfare Activities

We are already aware of the above policies, detailing of important features is as under

Recruitment- refers to the process of screening and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. External recruitment is the process of attracting and selecting employees from outside the organization.
Internal Sources :-

Promotions and Transfer

Job postings

Employee Referrals
External Sources :-

Advertisement

Employment Agencies

On campus Recruitment

Employment exchanges

Education and tr…………………………………

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