Introduction of Human Resources System (HRIS)

Refer to Hedrickson (2003), HRIS can be briefly defined as integrated systems used to gather, store and analyze information regarding an organization’s human resources. Meanwhile, according to Tannenbaum (1990), HRIS is one which is used to acquire, store, manipulate, analyze, retrieve and distribute information about an organization’s human resources.

From my view, HRIS is related to the variety component that combination of people, data resources, software, hardware, and networks technology. This is because HRIS primary are related to the information technology (IT) in manage the human resources. The human resource (HR) activities include the recruitment, selection, appraisal, compensation, training, and performance management of employees. So, with the HRIS system the management activities can be faster and effectively.

In conclusion, the human resources management (HRM) and information technology (IT) it aligned. So, we can see evaluation of HRM with IT are been emerged to create HRIS. (HRM + IT = HRIS). (150 words)

References

Hendrickson, Anthony R., Human Resource Information Systems: Backbone Technology of Contemporary Human Resources; Journal of Labor Research, Summer 2003, Vol. 24 Issue 3, p. 381-394

Tannenbaum, S.I., (1990)  HRIS Information: User group implications; Journal of System’s Management, Vol. 41, No. 1 pp. 27-32, 36