HRIS’s Impact on Corporate Performance & Business Research Paper

Abstract

This article explains the human resource information system’s impact on corporate performance and business. A human resource information system (HRIS) is software or online solution for business processes, a reliable way for big and small companies and organizations to deal with a number of activities, automating and managing their human resources, payroll, management, and accounting operations. The following article is based on peer-viewed articles (Karikari, Boateng, & Ocansey, 2015), electronic sources (American Journal of Industrial and Business Management, 2015), online web sources (HR Payroll Systems, 2016), etc. The findings show that by implementing human resource information system (HRIS) into the corporate performance and business, organizations may change their fundamental structure, structure of the work environment, the way that daily decisions are performed. 

Key words: Human Resource Information System, business, technology, performance.

Introduction 

In today’s get-rich-quick, slim-down-fast, make-it-easy society, there are limitless information tools and systems – faster, smarter, simpler. Information is open to anyone who needs it. Easy-to-use technologies help people to create and share, integrate and discover, make more profitable decisions and, finally, save the time. This “savvy manager’s guide” provide companies better business performance by leveraging critical information from the entire value chain. A human resource information system (HRIS) is software or online solution for business processes, an intersection of business resources and information technology through human resource software. This information system or managed service allows human resource activities and processes to occur electronically – companies are planning its human resource costs more effectively, managing and controlling business processes without involving too many resources toward them. Today’s informational guide is a reliable way for big and small companies and organizations to deal with a number of activities, automating and managing their human resources, payroll, management and accounting operations.

Findings 

Technology is a continually being developed, and these changes and innovations require organizations leaders to be informed about these technological changes, which could improve efficiency in decision making, increase quality of business processes, improve the productivity of both employees and managers, and strengthen organizational effectiveness. In today’s business environment there are numerous crucial decisions that influence significantly decision maker’s business process. HRIS provides companies an opportunity to analyze information in a way they can be “responsible to market realities and turn their insights into demonstrable business growth” (Bhatia, 2014). HRIS has evolved from the Office Automation System tool of 1980s to a modern information system that includes the features of transaction processing system, decision support system, and communication system (Bhatia, 2014).

According to HR Payroll Systems (2016), HRIS features commonly involve training and development tracking, applicant tracking and recruitment, risk management, payroll, succession planning, flexible benefits administration, time and attendance tracking, turnover reporting, financial planning and analytics, government compliance reporting and assistance, accident reporting and prevention. According to Dave Rietsema (2016), founder of HR Payroll Systems, by implementing HRIS into business environment, organizations are able to analyze more acute and up-to-the minute records, providing them to better prepare for future development and to make highly informed decisions on the fly. For companies, it is important to choose the right HRIS and invest in information system that fits their objectives, decisions, business strategies and values. Thus, leaders should know company’s unique requirements in order to implement flexible and relevant information system, and invest in company’s future success and development. 

According to American Journal of Industrial and Business Management (2015), there are three types of human resource information system, which include operational, tactical, and strategic HRIS. Operational human resource information system provides the manager with information to support HR decisions, including the data concerning the company’s position, workforce and regulations. Tactical human resource information system provides managers with support for decisions related with allocation to resources, including recruitment decisions, training and development decisions, job analysis and design decisions, and employee compensation plan decisions. Strategic human resource information system helps the company to implement strategic human resource management (Karikari, Boateng, & Ocansey, 2015). HRIS help companies in decision making and human resource planning, including human resource analysis, availability of information on variety of data, quick reports and dashboards, forecasting and planning (Bhatia, 2014).

With evolution of technology, the internet has become an attractive environment for recruiting applicants, and not having suitable capabilities may actually be detrimental to an organization’s development and growth, as online existence becomes important to determine a company’s chances to survive in the digital world (Rietsema, 2016). HRIS plays a major role in the management of human resources, thus companies should integrate other organizational systems to facilitate speedily sharing of information and decision making (Karikari, Boateng, & Ocansey, 2015). Bhatia (2014) explains that innovations and new advancements in HRIS have helped organizations to gain greater visibility into human capital and financial resources for decision-making. Thus, HRIS is crucially important to company’s future success and development. Information system provides holistic knowledge about operations which can be share among departments within the company, and gives opportunity to organizations to gather data to improve on time and quality of decision making (American Journal of Industrial and Business Management, 2015).

Lessons Learned

With an increasing effect of technology, companies have started to implement information systems in various functions and departments. By implementing human resource information system into the corporate performance and business, organizations may change their fundamental structure, structure of the work environment, the way that daily decisions are performed. This computer-based system allows managing the administration of human resource processes and procedures, and providing better information for decision-making. Rietsema (2016) states that by fully integrating an HRIS into the structure of a workforce, employee engagement and even company culture may be improved, as employee self-service automatically inspires greater empowerment that leads to effective communication and cooperation throughout the workplace (HR Payroll Systems, 2016).   

References:

Bhatia, T. (2014). Role of HRIS Systems in Decision Making. Tracking Employee Excellence. Retrieved from http://empxtrack.com/blog/role-of-hris-systems-in-decision-making/

Karikari, A.F., Boateng, P.A. & Ocansey, E.O. (2015). The Role of Human Resource   Information System in the Process of Manpower Activities. American Journal of  Industrial and Business Management, 5, 424-431.Retrieved from http://dx.doi.org/10.4236/ajibm.2015.56042

Rietsema, D. (2016). HRIS System Impact to Companies. HR Payroll Systems,Division of Lucerna. Retrieved from  http://www.hrpayrollsystems.net/hris-system-impact-to-companies/

Rietsema, D. (2016). What Is HRIS? HR Payroll Systems, Division of Lucerna.  Retrieved from http://www.hrpayrollsystems.net/hris/

The terms offer and acceptance. (2016, May 17). Retrieved from

[Accessed: January 20, 2022]

"The terms offer and acceptance." freeessays.club, 17 May 2016.

[Accessed: January 20, 2022]

freeessays.club (2016) The terms offer and acceptance [Online].
Available at:

[Accessed: January 20, 2022]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: January 20, 2022]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: January 20, 2022]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: January 20, 2022]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: January 20, 2022]
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