Human Resource Information Management System - Coursework Example

Human resource information management system Student’s Name: Instructor’s Name: Course Code: Date of Submission: Introduction Due to competition in the labor market and developments in technology, many organizations are considering the strategies that can be employed to ensure that the goals and objectives of the organization have been achieved (Dessler 2011). The data and information about the employees of an organization is also important in influencing the HR practices that help to motivate the employees. For instance, through effective record keeping, the employees can undergo training and development so that they can be able to improve their productivity. This is according to the scheduled training and development programs. This essay will discuss the concept of HRIMS and its benefits to an organisation. The concept of Human Resource information management system The human resource information management system is the system that uses software to manage the information and data about the workforce in an organisation. This means that the processes and the activities regarding the information and data of the employees are done electronically. The concept of human resource information management system was developed with the aim of centralizing the personnel management (Hesketh 2006). The system is helpful because it helps to store data about the employees in computers unlike the manual way of storing the data in files which is complex. In the year 1980s, the system was equipped with tools that can help to compensate the employees and managing some basic information about the employees effectively. However, in the years of 2000, the human resource information management system was developed and most of the human resource managers used the system as a tool for performance learning management. The concept of human resource information management system has been widely applied by many organizations and the system has made the work easier for the management since the data can be retrieved effectively and loss of data has been minimal hence contributing to effective management of human skills (Fleetwood & Hesketh 2009). In this effect, the main purpose of the Human Resource Information Management system is to reduce the work and apply automated processes and activities in an organisation. The components of human resource information management system The main components of human resource information management system include the payroll systems. The Human Resource Information Management System is concerned with processing the payment of the employees electronically (Dessler 2011). The Human Resource Information Management System ensures that the payment of the employees is made in time by processing the payment in time. This is made effective because the information about the employees is made available electronically hence it is easier to process the payment of the employees. Another important component of the Human Resource Information Management System is the working time. The employees work for a stipulated time which is clearly put down. It is important for the employees and the employer to understand the work time. The Human resource information management system helps to put clearly the work time and how the conflict regarding the work time can be solved (Armstrong 2006). All the information is stored electronically hence there is no need of keeping the files and this means that all the processes are processed electronically. In addition, the other component of human resource information management system is the training and development schedule. The Human Resource Information Management System has the component of guiding the human resource manager and the employees regarding the training and development schedules that the employees should undergo (Armstrong 2006). This is important because it helps to improve the relationship between the employees and the human resource manager since there are no conflicts in terms of selecting the employees to undergo training. The process of selecting the employees is clearly shown in the Human Resource Information Management System and this helps to develop the skills of the employees. Furthermore, there is the component of recruitment and selection which is also included in the Human Resource Information Management System. The recruitment strategies and the selection strategies are shown in the human resource information management system and when there is a vacancy in the organisation, the process of recruitment and person specifications should be followed (Beardwell & Claydon 2010). In this effect, the recruitment and selection strategy is indicated in the Human Resource Information Management System thus contributing to the success of the process of recruiting the employees in the organisation. In addition, the HRIMS also contributes to online sourcing which is faster in processing the recruitment process. Finally, there is the administration component which is also included in the Human Resource Information Management System. The system includes the administration functions which are employed by the organisation and they include insurance schemes and the compensation programs as well as the retirement benefits (Beardwell & Claydon 2010). This means that HRIMS contributes to management by making the whole process to be electronic hence improving the administration functions. Benefits of Human Resource Information Management System Human Resource Information Management System is of great benefits to many organizations. The first benefit of using the Human Resource Information Management System is that it helps to increase the efficiency of operations in the organization. Traditionally, the system that was applied is the labor intensive but with the introduction of the HRIMS the efficiency of operations has been made easy with the application of electronic processes (Bloisi 2007). For instance, the processing of the pay rolls of the employees is electronic instead of employing many people to process the payment of the employees by perusing through the files which is time consuming and can lead to errors in the payment processing. This improves the efficiency of processing the pay rolls. Another benefit of using the Human Resource Information Management System is that it helps to improve the planning for training and development. With the use of Human Resource Information Management System it will be easy to plan for the training and development because the decision support system can be used to schedule for the training (Foot & Hook 2008). The aim is to develop the skills of the employees so that they can improve their productivity which in turn leads to competitive advantage of the organisation. This improves the overall performance of the organisation and there will be good link between the employer and the employees. The other benefit of using the Human Resource Information Management System is that it helps to process the information and also helps to improve the response to the needy times. For instance, when there is labor shortage, the HRIMS can be used to source for the employees online to fill the vacant positions effectively (Bloisi 2007). This is important for the organisation since it helps to achieve better results and be able to meet the changing needs in the business environment hence managing the possible risks. Furthermore, the application of the Human Resource Information Management System helps to reduce the cost of operations. This is because the application of HRIMS is capital intensive and not labor intensive. The application of the software helps to reduce the number of employees in the human resource management department (Foot 2011). The computers can handle much work which cannot be handled by many people. This helps to save the organisation the cost of updating the files since the use of the human resource information management system can be handled by one individual. This helps to reduce the HR costs which can otherwise increase the cost of operations thus affect the overall performance of the organisation. In addition, the other benefit of using the Human Resource Information Management System is the accuracy of information. The information which is provided regarding the employees will be accurate with the application of the HRIMS since the computer systems make fewer errors (Stredwick 2005). This is important because it helps to improve the efficiency of operations and minimize the conflicts between the employees and the employer due to accuracy of the information and data provided. For instance, the scheduled training and development program cannot be delayed hence meeting the deadline. Human Resource Information Management System also helps to improve communication at all levels of Management throughout the organisation. There are various in which the communication can be made using the computers. For instance, the human resource manager can forward the message to the supervisor who then communicates with the employees (Torrington et al 2009). In addition, single emails can be sent to all levels of management conveying the same message. In this effect, communication can be improved and there is no distortion of information which is being passed hence contributing to public relations. Conclusion Human resource management concept can influence the performance of an organisation. The concept of Human Resource Information Management System was developed with the aim of improving data management of the employees thus making work easier. The system was developed with the aim of improving the efficiency of business operations. The benefits of using the Human Resource Information Management System include reducing administrative and HR costs, improves the accuracy of the information and data and also helps to improve communication among the different management levels in an organisation. In this effect, the application of Human Resource Information Management System helps to improve the management of organizations. References Armstrong, M 2006, A Handbook of Human Resource Management Practice, 10th ed., London, KoganPage. Beardwell, J & Claydon, T 2010, Human Resource Management: A Contemporary Approach 6th ed., Harlow, Financial Times Prentice Hall. Bloisi, W 2007, An Introduction to Human Resource Management London:  McGraw Hill. Dessler, G 2011, Human Resource Management, 12th ed. Boston, Prentice Hall. Foot, M & Hook, C 2008, Introducing Human Resource Management 5th ed. Harlow: Financial Times Prentice Hall. Foot, M 2011, Introducing Human Resource Management 6th ed., Harlow, Financial Times PrenticeHall. Fleetwood, S & Hesketh, A 2009, Understanding the Performance of Human Resources, Cambridge, Cambridge University Press. Hesketh, A. J 2006, Outsourcing the HR Function: Possibilities and Pitfalls, London. Stredwick, J 2005, An Introduction to Human Resource Management, 2nd ed. London, Elsevier. Torrington, D, Hall, L, Taylor, S & Atkinson, C 2009, Fundamentals of Human Resource Management, Harlow, Financial Times Prentice Hall. Read More