HRIS

HRIS



HRIS

Introduction

Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health services organizations. Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources. These systems will serve, as significant personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting (Torres, 2004).

Evolution of HR

Today's organizations are caught by the constant changes and transformations which, has led to adapt them outdated and rigid structures to advanced and adaptable systems. Human Resource Management has become a strategic and dynamic role that essentially projected onto the human factor the main key of success. All this has forced the heads of agencies to establish systems and adaptive processes to new structures, requiring techniques that allow them to face and overcome the challenges that organizations are subject, which has brought great flexibility in the field of human resources.

However, and although the analysis and description of jobs is not considered a means to implement the accepted level of flexibility desired in Organizations, practice has proved useful, provided it is endowed with the versatility and capability appropriate adaptation, measured as a basic tool for the establishment of any human resources policy as almost all activities in the area of human resources based in one way or another on the information provided by this procedure (Martinsons, & Chong, 2009). The types of human resource management are gaining ground in the doctrines that frame the policies of the rulers, and the civilizations it shows the extraordinary development that took the models of organization and management of human resources. The Human resource Management was only limited to Payroll function than after that it started to practice Applicant tracking that is recruitment and selection, things like learning and development, looking over to the overall compensations, after practicing such duties for a long time hr has become the strategic partner of the firm (Ngai, 2004).

Evolution of HRIS

Before the conception, of HRIS management did not pay much attention to the data of its personnel. One of the main reasons that HRIS was developed was due to the government legislation and the implementation of initiatives such as EEO (Equal Employment Opportunities), OSHA (Occupational Safety and Health Administration) and AAP (Affirmative Action Program). These initiatives were launched during the 1960's, and 1970's and many organizations were then faced with the responsibilities of maintaining statistics, and records to provide evidence that, they were in compliance with the newly implemented laws, and faced with the high volumes of employees within their organizations then came the need for a computer based system to provide aid in the completion of the tasks at hand (Kavanagh, & Tannenbaum, 2002).

At the beginning management allocated the responsibilities to information personnel. Then information specialists then started to work with users from the Human Resources department to develop and enter data into comprehensive computers that where located in the company's information service department and with the ...