Human Resource Information Systems - Coursework Example

Human Resource Information System (HRIS) Name: Course: Institution: Date: Human Resource Information System (HRIS) Introduction Human Resource Information Systems (HRIS) is one of the modern HR. in different countries corporate organizations have begun the process of implementing this technology with the objective of enhancing the operationalization of the HR management system (Perry 2010, p. 32). HRIS is considered as a systematic approach that is used in the store of data and information for every employee to assist the management in the process of planning for the organization, making decisions, and in the submission reports and returns to external agencies. It is also possible to perceive HRIS as an integrated system whose use in primarily in the gathering of information that is essential in the analysis of information that regards the wellbeing of the organization and the stakeholders. The decision to merge HRIS and human resource management in different organizations is to ensure that the basic activities of in human resource with information technology fields. This makes the system easy to use in maintaining different details which include employee profiles, reports on absence administration of salaries and other kinds of reports. In corporate world HRIS is therefore one of the benchmark practices considering its essence in streamlining and enhancing the effectiveness of organizations. The main objective of this paper is to assess the relevance of HRIS in enhancing decision making and planning of the HR department for the benefit of the organization. This will in relation to the role of this system in Apple Company. HRIS and the rationale of implementation Decision making The rationale of implementing HRIS often varies in different organizations. There are organizations that have been able to use this platform in the reduction of cost and I the facilitation of better communication between the organization and the employees (Ivancevich 2007, p. 116). Apple Company is one of the fortune 500 companies that have been able to demonstrate high levels of effective employee management due to effective implementation of HRIS (Perry 2010, p. 36). It is through this system that the company has been able to use the system to make essential decision especially in the recruitment and retention of employees (Beadles 2005, p. 39). The company has been able to merge data through HRIS in the realization of its corporate strategy. The data collected and analysed through this system provides the management with a decision making tool. It is through this tool that that the company has been able to perform calculations that affect the ability of the business to realizes its objectives (Hendrickson 2005, p. 385). The calculations that are provided by the system which enhance the decision making process at Apple Company include health care cost for every employee, pay benefits which result from the percentage of operating expenses that result from an understanding of pay benefits, time that the company needs in refilling vacant employment positions and returns on human values added (Hendrickson 2005, p. 388). It is important to note that none of these activities and calculation lead to any form of reduction in the functions of the HR but only serve in improving the capacity of HR in performing its responsibilities. HRIS is an effective tool that the management in Apple Company uses in streamlining the administrative roles of the human resource department (Perry 2010, p. 22). This in most cases is realized through the creation of an elaborate and relevant database. it becomes easier for such a technological organization to ensure that it provides other stakeholders with properly analysed data on trainings completed, levels of education of different employees, the projects in which different employees participated in and successfully completed and the levels of competencies of different individuals (Mujtaba and Afza 2011, p. 4). Through the development of such data it is easier for the HR departments to become an n important contribution to the formation of organizational strategy with the help of an efficient HRIS. Inasmuch as it is relatively easier to understand the decision making role of the HRIS in an organizational context, there are however challenges related to attributing certain gains such as morale and the motivation of employees directly towards the implementation of HRIS (Beadles 2005, p. 41). the difficulty arises from the inability to measure these attributed in relation to the value addition that the technology adds to the revenue and profit making in an organizational context considering that strategic implementation of HRIS is more dedicated towards enhancing the decision making process hence more relevant in understanding administrative riles of the organization (Mujtaba and Afza 2011, p. 6). The ability of the management to make quick decisions has also been considered as one of the advantages enhancing the implementation of HRIS in the organization. Other than its ability to engage in the production of technological gadget such as personal computers, smartphones, and tablets and warble technology, Apple Company through the HRIS system has been able to develop a platform where employees can participate on an online HR platform (Beadles 2005, p. 43). This platform enables the employees to air their views, share ideas and provide feedback to any proposals provided by the HR management. One of the benefits of this approach to human resource managements is in the understanding that it encourages some form of interaction between employees and the management (Mujtaba and Afza 2011, p. 7). Such interactions can be beneficial in terms of their ability to promote the development of a common understanding on the best possible approaches that can be used in teh development of nay strategies considering employee wellbeing (Hendrickson 2005, p. 382). Employees develop some sense of ownership of the strategies considering that they were adequately informed and allowed to participate in the initial stages of strategy development. Furthermore, this also makes it easier for the management to make decisions since they operate on the support of the employees (Mujtaba and Afza 2011, p. 9). Hiring of employees For an organization to witness any form of growth in terms of realizing its goals and objectives, it is often important that it develops realistic plans on how it will operate, and the best timelines that can be used to hasten its ability to achieve the set goals. The employees are an important part of the stakeholders considering that it is through the activities that they perform that organizations can effectively achieve their specific goals and objectives. The role of the management is to ensure that the available structure in terms of work schedule, work-life balance, and employee remuneration, recruitment and training of employees (Beadles 2005, p. 43). At Apple Company of one the major roles of the HR is to hire employee as the last step in the process of recruitment. Every organization requires the best employees in terms of academic qualification, skills and their ability to interact effectively with other members of the society. Recruitment is therefore an important role of human resource department. The development of an effective recruitment strategy is considered as a plan on how an organization desires to conduct the process and select the best out of the shortlisted candidates for any position (Hendrickson 2005, p. 386). HRIS plays an important role in finding the most suitable candidate while at the same time reducing the cost for hiring employees to serve the organization. According to the innovation adoption theory the role of HR in terms of ensuring effective administration of an organization revolves around the ability of the management to consider human resource as one of the fundamental responsibilities of a successful organization. Effective recruitment through and information technology system such as HRIS cannot be effective in a situation where the ability of the management to embrace technology is hampered by organizational or managerial challenges (Ivancevich 2007, p. 111). The success of HRIS at Apple Company is largely because of the decision by the top management to regard human resource as more than a mere administrative tool and considers it as a tool that plays a crucial role in the development of strategic priorities of the organization. Through HRIS the company has been able to develop updated employee profiles which facilitate the recruitment, promotion and demotion of employees according to their performance and their role in realizing organizational goals and objectives (Mujtaba and Afza 2011, p. 9). Through its HRIS technology, Apple Company has been able to develop an effective success plan. This explains why even after the exit of Steve Jobs from the company, Apple has been able to experience growth in terms of its profit margins, sales, customer base and technological development. The top management consists of those who understand the objectives of the company due to years of participation in different projects and their ability to demonstrate their concerns for the development of the company over the years of their employment. The use of HRIS in the development of updated employee profiles can be associated with an organizations succession planning tree and this makes it easier to select the most qualified employees in an internal hiring activity at a minimal cost (Mujtaba and Afza 2011, p. 11). Conclusion HRIS is considered as a systematic approach that is used in the store of data and information for every employee to assist the management in the process of planning for the organization, making decisions, and in the submission reports and returns to external agencies. HRIS plays an important role in finding the most suitable candidate while at the same time reducing the cost for hiring employees to serve the organization. HRIS enables the employees to air their views, share ideas and provide feedback to any proposals provided by the HR management. One of the benefits of this approach to human resource managements is in the understanding that it encourages some form of interaction between employees and the management References Beadles, Nicholas C. M. 2005. The Impact of Human Resource Information System: an Explorartory Study in Public Sector. Communications of IIMA, 39-46. Delorme, M. and Arcand, M. 2010. HRIS implementation and deployment: a conceptual framework of the new roles, responsibilities and competences for HR professionals. International Journal of Business Information Systems, 5, 148-161. Hendrickson R. Anthony 2005. Human Resources Information Systems: Backbone Technology of Contemporary Human Resources. Journal of Labour Research, 24(3), 382-394. Ivancevich, J. M. 2007. Human Resource Management. New York: New York: McGraw- Hill/Irwin Mujtaba, Bahaudin G. and Afza, Talat 2011. Business Ethics Perceptions of Public and Private Sector Respondents in Pakistan. Far East Journal for Psychology and Business, 3(1), 01-11. Perry. E. 2010. The benefits of using technology in human resource management. IGI global. Cranfield School of Management Read More