An analysis of Human Resource Information System (HRIS) Application of Fair Group

Abstract

In this new era of globalization, technologies are constantly evolving. The constant evolution of technology necessitates that the organizational leaders are aware of different types of technologies that enhance the overall quality and efficiency of the organization. Human resource information systems have evolved continuously since their initial introduction to the point where they are beyond their original purpose, which is to transform paper records into electronic databases. In human resource information systems, the introduction of payroll systems is done to manage and control the HR function and policies. HRIS Software is developed for different organizations with separate features such as the data storage system. The established HRRI system assists the organization in organizing the employee information efficiently, accurately and safely. Evolution of modern HRIS systems is a quality tool that is widely used by HR Professionals regularly for several purposes. The advantage of HRI system is that it keeps the organization records accurate and up-to-date that permits them to arrange for future growth of the companies. (Prof. Swati Bankar, 2017). HRMS (human resource management system) or human resource information system (human resource information system) refers to systems and processes that sit at the interface between HRM and information systems. It combines HRM (human resource management as a discipline, and in particular, its fundamental HR activities and procedures) with information technology (IT). Whereas the programming of the data processing systems developed into standard routines and ERP software packages. (Arora, 2013) Information needs to be treated just like any other resource or asset in your organization. It needs to be organized, managed, and distributed effectively in order to deliver high-quality information. Information flows within your organization in four fundamental ways: Up, Down, Horizontal, Outward / inward. With so much information flowing within your organization, it will come as no surprise to you that information systems play an important role in your organization. The information systems field is one of the fastest-changing and most dynamic of all business processions, because information technologies are one of the most critical tools for achieving business firm’s key goals. Until the mid-1950’s, companies managed all of their information flow through paper records. Over the last 60 years, the vast majority of business information and information flows between key business actors in an environment have been computerized. Firms invest in information systems for the business objectives such as achieving operational excellence (productivity, efficiency, agility), developing new products and services, attaining customer intimacy and service, improving decision making, achieving competitive advantage and ensuring survival. (Ms. Papia S Nath, 2015) Human resource departments need a lot of information about the different activities in the organization, such as HR planning, Recruitment and Selection, Training and Development, Payroll, Employee-Employer Relationships etc. The contribution of the personnel management department to the functioning of the organization is largely dependent on the quality and the quantity of information it holds. A lot of human resource activities and a lot of human resource professionals are involved in obtaining and updating the database. Acquiring, storing and retrieving all this information is a huge challenge for the management. Once the database is established, maintenance becomes much easier but it is important to remember that the information is secure and the privacy of the employees is protected.