Human resource Information system (HRIS)
The concept of HRIS has been derived from the concept Management Information System (MIS). HRIS may be defined as follows:
HRIS is a systematic procedure for collecting, storing, maintaining and retrieving data needed by an organisation about its human resources and various activities that are relevant for their management. Like any other information system, HRIS has three basic components – Input, Storage and output. In a computerized HRIS output may be in the form of hard, copy, printed on a piece of paper or soft copy, visible on computer screen. The information supplied by HRIS is used by all departments and HR personnel of the organisation. HRIS is useful for managers in taking actions and making decisions on issues related to managing human resources.
The basic objectives of HRIS are to provide accurate, relevant and timely information about human resources and their functioning in the most cost- effective way. At present, the general trend is to have computerized HRIS as better substitute to hand/manually operated HRIS. Even small oraganisations use computers for maintaining employee records, pay roll processing, etc. Moreover computerized HRIS offers many advantages such as speed, accuracy, quick reference and compactness in storing information.
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