Human Resource Information System in Abu Dhabi Investment Council - Case Study Example

Human Resource Information System Name Professor Institution Course Date Introduction The Human Resource Information System plays quite an integral role within any given organization. This report provides a discussion on HRIS in Abu Dhabi investment council. This is an organization owned by the government of United Arab Emirates whose operations were established in the year 2007. The organization serves the role of investing UAE’s excess financial resources through the application of a global investment approach which is highly diversified. The Human Resource Information System (HRIS) is basically either an online application or software which the human resources department uses for tracking of data and information requirement (Huub, Magalhães and Chiemeke, 2011). Over the years the Abu Dhabi investment council has engaged in the implementation of the human resource information system model. Through the HRIS the organization has been able to engage in the generation electronic information and data which relates to the maintenance of employee profiles thus providing assistance in various human resource activities in the organization such as management of payroll and accounting. The Abu Dhabi investment council organization identifies that currently the management of human resources has been quite challenging for the human resource department. the foresees that in future difficulties are bound to arise in line with the management of workforce due to inability to manage and maintain huge records of employees. In this respect the HRIS has been of great significance to the company (Reddington , Graeme, Bondarouk, 2011). The system has provided a better approach in handling issues related to employees in comparison with manual work. Services provided by the Abu Dhabi investment council There are quite a wide range of services provided by this organization. Majorly as already identified the organization engages in the investment process of UAE’s surplus financial resources. Through global portfolio diversification and the application of investment management strategies the organization works towards the realization of positive capital returns by the government (Abu Dhabi Investment Authority, 2012). On this note, the strategies applied include Macro strategies, hedged equity strategies, relative value strategies and event driven strategies. The organization participates in number of support services. These services provide a great deal of support to activities involving investment and those which do not. Human resource managers make use of these services in the processes of management of talent, development of careers, and employee recruitment and selection (Abu Dhabi Investment Authority, 2012). Additionally, they are also able to manage accounts payable, payrolls and expenses of the organization. Information technology personnel are also able to make use of the services in developing systems and a platform for data service management and information solutions. HR activities supported by the HRIS In the Abu Dhabi investment council there are human resource activities which are highly supported by the HRIS. These activities include work flow, manager self-service, employee self-service, interactive voice responses, service centers and sharing of data between different functions, across different locations and levels. With respect to work flow activities the HRIS facilitates the user to efficiently have accessibility to employee records and information. It gives the user the authority to make alterations to the data or personal information as provided by workers. The manner in which the HRIS is used is subject to the user authoritatively administers it. HRIS supports as well Manager self-service. Within the human resource department managers the HRIS enables managers to add new information and data such as announcements together with the necessary accompanying documents like selection and recruitment documents. This way they are able to ensure that employees in the organization remain informed. On the other hand employee self-services are also facilitated by the HRIS (Huub, Magalhães and Chiemeke, 2011). Interactive voice response is another major human resource activity in Abu Dhabi investment council that is supported by HRIS. The system facilitates the provision of effective and cheap means of communication in the organization (Huub, Magalhães and Chiemeke, 2011). HRIS supports service centers in the organization. In this case HRIS promotes effective and efficient distribution of services through email, fax and other post features. The HRIS facilitates data sharing between different functions in the organization, levels and across different locations. This achieved through a relational database management system whereby there is integration of data between different functions in the organization. The integration process makes use of applications enterprise resource planning (EPR) (Huub, Magalhães and Chiemeke, 2011). Implementation process The Abu Dhabi investment council implementation process of the HRIS involves the following major steps. Human resource planning This process involves ensuring that the organization employs the right workforce and the right number. It also ensures that the people employed are designated to the right places of work for timely completion of assigned tasks and to efficiently contribute towards the realization of the organization’s goals (Indrit et al., 2011). Succession planning This step involves the identification, development and training of employees in order to make qualify them in taking vital leadership positions during succession or in the near future (Indrit et al., 2011). The organization is thus able to have more employees who have good qualifications and experience to take over major positions in the organization. Work force management This step involves the process of maintenance of the guidelines and rules of the organization which hare formulated in line with ensuring the correct rate of output rate of employees (Indrit et al., 2011). Employees’ actions are managed in order to ensure that they do not deviate from the realization of the goals of the organization and that there is a balance between personal interests and the interest of the organization. Staff selection In this step the organization aims at ensuring that there the selection of the best qualified employees who have the needed skills and knowledge by the organization to compete task. In this respect in relation to the selection of appropriate staff through well-defined procedures and strategies the HRIS aids in the selection process that job applicants engages in (Indrit et al., 2011). Development of employee database This step may be considered to be the most significant. This is due to the fact it facilitates proper recoding and keeping of employee information. All process ranging from the selection of employees to the various positions in the organization, attribution of salaries and bonuses are directly recorded into the employee database (Indrit et al., 2011). This enables the organization to keep track of all financial aspects regarding employees in the organization. Performance management This step involves the application of systematic procedures in the managements of the performance of employees either at the individual basis or group basis. The main aim of performance is for the improvement of workforce effectiveness in the organization geared towards the accomplishment of the goals of the organization. Staff reaction to the implementation of HRIS With the implementation of the HRIS IN Abu Dhabi investment council organization the system there were mixed reactions from both the managers and employees in the organization. With regard to the positive responses towards the implementation of the system were demonstrated. The main reason is that the employees realized that with automation of the human resource practices there will be many benefits that will accrue to them such as reduced delays in the payment processes, the elimination of the need to keep their records and information in hardcopy since the system does not involve paper work, easier to make enquiries and provide feedbacks to the management and ease of accessing data and information regarding their profiles. The employees felt that the system would be highly beneficial to them since it will make it easier for them to track their activities as long they are working for the organization. On the other hand, the manager expressed different concerned regarding the implementation of the system. Firstly, the managers believed that there was need for the implementation process of HRIS to be delayed presenting that they would not be comfortable with the sudden transformation into automated operation from manual operations. They expressed concerns that the change process would be highly hectic standing a risk of destabilizing the investment activities of the organization hence the need for extra time to contemplate on its implementation. However, the managers were convinced of the benefit that the system would bring to the organization including increasing its global competitiveness which would be more imperative thus overcoming their worries. Staff training during the implementation period and since In the process of implementation of the HRIS all employees were trained on how the system works. Both formal and practical training was provided especially by representatives of the company from which the organization purchased the software. Staff members received training as well through online support assistance. Benefits and pitfalls experience by the HR Department with the HRIS There are benefits both pitfalls that the HR of Abu Dhabi investment council experienced with the HRIS. The benefits include increased effectiveness in the management processes of the organization such as through the automation of salary distribution to the employees, employees’ feedback processes and hiring and firing of workforce (Reddington, Graeme and Bondarouk, 2011). The system makes it possible for both the management team of the organization to apply new technologies for the collection and appraisal of employee work information and time. (Huub, Magalhães and Chiemeke, 2011). Additionally the HRIS system motivates employees in the organization (Reddington, Graeme and Bondarouk, 2011). This is due to the fact that it ensures that there is better tracking of activities which employees engage in. employees are able to benefit from the system since there is a clear formulation of policies in the organization that minimize instances of discrimination that may negatively impact on the employees during their stay in the organization. On the other hand, some of the pitfalls of the HRIS involve the fact that there are so many vendors engaging in the sale of HRIS. As much as this provides the company with an opportunity to get the kind of software needed to make efficient its human resource activities the company experiences difficulties in deciding the best product that would better meet its needs. Another key pitfall involves waste of time. Delays may be experienced in the development of the project if the software demands more features (Huub, Magalhães and Chiemeke, 2011). The HRIS plays a key role in Abu Dhabi investment council. The system provides support to the organization in the execution process some of the key human resource management practices which is core the organizations investment objectives. It makes it easier for the organization to engage in the most efficient manner in global activities hence being able to move towards growth and innovation in faster manner. References Abu Dhabi Investment Authority (2011) Review, Prudent Global Growth p. 43. Huub R., Magalhães R., Chiemeke C. C. (2011). “Chapter 2 Human Resource Information Systems: An Integrated Research Agenda,.” Emerald Group Publishing Limited, p.21-39 Indrit T., Cate J., Rao S. H., (2011). "Exploring the public sector adoption of HRIS." Industrial Management & Data Systems, 111.3:470 - 488 Reddington M., Graeme M., Bondarouk T. (2011). “Chapter 4 Linking HR Strategy, e-HR Goals, Architectures, and Outcomes: A Model and Case Study Evidence.” Emerald Group Publishing Limited, pp. 55-81 Read More