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Webizus Monthly Newsletter | |
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--Charles H.Duell, Commissioner, U.S. Office of Patents, 1899 |
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We are living in an age of change. The tempo of change in the latter half of the last century has significantly accelerated. As this century progresses, it is expected that the rate of change will increase further. Much that was relevant in past has already become irrelevant. There is an increasing realization in the recent times that the success of a business enterprise in a complex and changing environment lies in efficient management of its Human Resources. Information is an asset and accomplishment for any organization to co-ordinate its activities. Hence an information system is required to be communicated effectively with the environment. Information stored in paper & files did not provide the holistic view required to optimize the most important assets of the knowledge economy, its human resource. It is only recently that the information technology has started playing an important role in storing and using information in every respect. HRIS is an effort towards speedy, effective and professionally handling of information on resources for efficient management of Human Resource function. HRIS is a computerized system used to acquire, store, analyze and distribute information regarding an organization's human services and to provide services in the form of information to the clients or users of the system. Maintenance and updating of manual records system is a labor-intensive job and transfer of data from one record to another increases the chance of error which effects the accuracy and reliability of data held. The manual records cannot provide all data of an employ at a time, different information being stored in different files. It becomes difficult to provide a single comprehensive picture of an employee on one record. Here HRIS plays a competitive and comprehensive role to facilitate the user with the required information at their finger tips. Thus HRIS is a system that enables storing of information of Human Resource in every aspect such as Personal, Academic, Qualification, Family, Medical, Career and Performance Evaluation, Training & Development & Wage and Salary of individuals. Unlike manual systems the HRIS enables availability of all such information in a single screen. Reports on various parameters can be generated with ease. Moreover reliability of such records is assured. The difficulty in maintaining manual records and their inability to provide the 'complete picture' can be stated as the two basics reasons gave the evolution of HRIS. The voluminous data on employees, which is unfeasible to track manually, has become easier to update at frequent intervals. Updating and maintaining of manual records systems is labor intensive as well as costly process and at same time increases the chance of error. HRIS tracks all the aspects of employee administration perfectly while reducing chances of errors. Thus the basic needs of HRIS is- 1.Efficiently storing each employee information and data for reference- personal data management, pay roll accounting, benefits management and planning. 2.Enabling informed decision making in day-to-day personnel issues, planning, budgeting, implementing and monitoring Human Resource function. 3.Providing data / returns to government and other public 4.Facilitating decision making in areas like promotion, transfer, nomination, settling employees provident funds, retirement, gratuity, LTC, and earned leave compensation. 5.Cutting costs. 6.Improving accuracy HR functions were among the first to be automated mabe along with accounting. HRIS grew over the years to take the shape of Employee Relationship Management (ERM) tools, Knowledge Management portals & Employee Portals. HR self help, e-Learning and knowledge sharing are some of the early benefits being reaped out of the system. A greater sense of organizational bonding can achieve what traditional HR aimed at for ages - lower employee turnover, high morale, effective personalized training & skill retention. Being the most implemented project in enerprises, the potential
for these applications is huge & can be gauged from the fact
that every large software vendor, be it in ERP or CRM is bringing
out products in this segment. BEA Systems (Weblogic Portal), Oracle
(My Oracle), SAP (mySAP Enterprise Portal), Siebel Systems (ERM
group of applications), IBM (Websphere Portal), PeopleSoft (PeopleSoft
8 HRMS) & Microsoft (Business Portal) are some of the major
players. Share this newsletter!
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