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Running Head: HRIS
HRIS
HRIS
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Contents
Introduction    2
Current human resource management theories and practices in the context of an HRIS technology.    2
Two opportunities and two challenges of implementing an HRIS in the company (MDE)    4
Process of developing or effectively utilizing HRIS in modern organizations    6
Conclusion    8
References    10
Introduction
In this world of technological, many things are managed by advanced technology. Hence, those executives are using the newest technology to work the whole system in the business. By the use of these latest technologies, you can help companies work more efficiently and make business information safe. It’s similar to HRIS. HRIS can be regarded as the newest technology, which can help to analyze the information needed by the HR department to complete its work correctly. Therefore, Nagendra & Mohit Deshpande, (2014) said that the HRIS is generally a part of the bigger management information system of the company, which can help the company in recruitment, promotion, salary, worker selection or placement, employment and training Forecast, career planning and productivity assessment. However, there are still a few challenges to make this helpful HRIS unable to work properly, which will make the human resource information system unable to work normally.
Current human resource management theories and practices in the context of an HRIS technology.
As management becomes more specialized, different IS seems to meet specific needs. In the 1990s, specialized HRIS was introduced into the company. It contains each function of MIS, OAS, and DSS, with HRM software as the central function. The use of HRIS has changed HRM a lot. HR professionals have become strategic participants and become more powerful. However, some HRISs do not connect each HR function, as well as most industries just purchase HRIS ready-made software packages (Aljanabi, 2020). As a result, it cannot fully achieve its strategic objectives and may not be suitable for actual conditions and needs. To achieve the company's comprehensive strategic goals and provide flexible solutions, the trend of HRIS is to do a lot of things immediately. The driving force of technology and procurement choices can promote HRIS's success in improving processes, communication, and costs, and achieving most company goals. In this case, the popularity of the Internet has greatly optimized HRIS, and advanced HRIS and e-HRM terms have emerged. It is not only more professional but also more integrated with the company's strategy. It enables human resources to bring additional strategic value to the association (Banerji, 2013).
It can be said that various IS a use for HRM are e-HRM. The escalation cycle of the development of electronic human resource management is due on the one hand to the increasing requirements for the role of human resources in management, and on the other hand to the result of the rapid update of information technology and the widespread use of the Internet. In today's knowledge financial system, organizational achievement is largely based on the performance of HRM. Also, HRM has recently focused its attention on information sharing moreover workforce analysis or has generally developed into an important contributor to the strategic management of the organization. This shift in human resource management practices is partly attributable to technical supporters, for example, the HRIS, which consist of the functions and procedures of the system to obtain, store, analyze, retrieve, disseminate, and manipulate appropriate organizational HR Information about resources (de Luca, 2019). To improve the HRM effectiveness, associations increasingly rely on the HRIS. At the functional stage, HRIS can track the demographics, qualifications, performance evaluation, salary, professional development, hiring and employee retention, job applicants, and temporary workers. With the help of HRIS, administrative efficiency can maintain quick information processing, improved employee communication, and higher information correctness, lower HR costs as well as overall HR productivity. HRIS tools can be used to gain strategic value, which can help make decisions about important HR functions. Such as, HRIS is viewed as the tool for providing strategic planners with the data they need to allow them to predict future labor demand as well as supply-demand. Also, it can be seen as a tool to help employers retain suitable employees (Hewett et al., 2017). This can be done by paying them a salary that is competitive with the market or training them to expand their abilities and skills to complete their current or future jobs.
Two opportunities and two challenges of implementing an HRIS in the company...