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Christopher Crank
Christopher Crank

Human Resource Information System

HRIS, or human resources information system, is software designed to help businesses meet core HR needs and improve the productivity of both managers and employees. This is in large part possible because of automation and synchronized data, which may reduce costly redundancies and provide a trusted source of decision-making, respectively.

Human Resource Information System

HRIS systems work by integrating various HR functions into a unified system that shares data and outputs reports across the entire platform. In a typical example, information about an employee is entered during onboarding and then disseminated to payroll, benefits and time and attendance. Later, that data may be updated and shared again, as is often the case when employees receive a performance-based raise or bonus.

To achieve organisational goal, traditional human resource management (HRM) processes have been shifted to strategic HRM through a significant contribution of Information Technology (IT) [1]. Now, this IT backed HRM is renamed as human resource information system (HRIS) [2]. Some organisations are busy intensifying of HRIS, while other organisations have failed to realize its short-term and long-term benefits given the misperception about HRIS and lack of managerial foresightedness. Realizing the magnitude of HRIS applications, researchers explored a broad array of influential factors for adoption decision and implementation of HRIS among business organisations [3]. The preceding studies indicate that only the firm size is consistently the accepted factor among the probable factors for HRIS adoption [1]. However, researchers argued that the weight of explored factors and the relative weight of every variable may be changed along with innovation characteristics and its setting [4, 5]. Moreover, scholars revealed that the results of technology innovation research are inconsistent [6]. Hence, for a particular setting, it is essential to recognize the potential factors that influence decision of HRIS adoption in the organisations.

The technological dimension refers to the technical issues involved in HRIS technology adoption [16]. IT infrastructure, perceived complexity, and perceived compatibility are reported as significant factors under this dimension. Among the IT adoption factors, robust IT infrastructure is the most essential factor to adopt a new IS application [24]. According to Zhu, Kraemer et al. [25], IT infrastructure is less advanced in most organisations of developing countries. For instance, most of organisations in Pakistan usually encounter different types of obstacle in implementation of suitable software and hardware due to weak IT infrastructure [26]. In addition, researcher argued that owing to lack of knowledge and skills, the perceived complexity of new technology adoption leads to resistance [27]. Generally, perceived system complexity and compatibility are key criteria when making the decision of adoption [20, 21]. The state-of-the-art information systems, which are unique in nature, are used in hospitals. Among the state-of-the-arts the Radiological Information System (RIS), the Hospital Information System (HIS), and the Picture Archiving and Communication System (PACS) are mentionable information systems [16]. Moreover, earlier research specified that perceived complexity and perceived compatibility influence the managerial decision of adoption of up to date information system positively [28]. So, organisations ought to consider how these information systems can work together. Therefore, the level of system complexity and compatibility are important criteria when making an adoption decision of HRIS. Hence, we proposed following three hypotheses for the adoption of HRIS.

With a focal attention on industrialization of health information system, Yusof, Kuljis et al. [54] and Yusof, Papazafeiropoulou et al. [53] conducted examinations to examine the system adoption in the hospitals. They revealed that the alignment of human capacities, organisational factors, and technological strenght is strategic approach in IT adoption as one of these dimension significantly affects IT investment in the organisations. Hence, the significance of human expertise is acknowledged in the organisation, and consequently, it influences the adoption of IT innovation. In addition, some researchers found the suitability of applying the HOT-fit model in the hospital setting [13, 16].

HRIS enables numerous benefits to all of the stakeholders of hospitals. The impact of adopting the HRIS is explicit on the healthcare service delivery chain. Generally, HRIS helps the top management personnel in their strategic decision making process regarding recruitment, selection, placement, termination, training, development, and payroll. However, the HRIS for hospital management includes several subsystems for effective healthcare delivery [79]. The Hospital Information Subsystems (HIS) of HRIS provides information services to patients, guests, physicians, nurses and others by making necessary information available to the designated users. The modern Advanced Encryption Standard (AES) and access control policies enable the manageability along with the accessibility of information in HIS subsystems. Therefore, the HIS enables improved quality of experiences (qoe) to the end users which endures a social implication of HRIS. The Medical Expert Subsystem (MES) of HRIS aids the physicians in treatment planning and diseases diagnosis and the CADUCEUS and MYCIN are two popular MES of diseases diagnosis. Therefore, the MES offers practical implications in developing expertise to the physicians, consultants and surgeons. The Medical Case Management Subsystems (MCMS) of HRIS for hospital management enables the horizontal and vertical integration of healthcare providers and healthcare institutions or organizations. The case management system also facilitates the healthcare providers in treatment planning for the disable and injured individuals and also for the mental disordered individuals. Therefore, the MCMS endures the social implication especially for the minority subgroups, who needs special medical care. The Health Database Management Subsystem (HDMS) of Hospital Management Information System stores the structured and unstructured data of patients, treatments, diagnosis, medicines, and physicians as the patient history and trajectory. The researches and academicians use those data and process through Big-data mining approaches for finding interesting patterns of different diseases to improve the treatment systems. The Group Decision Support Subsystem (GDSS) of HRIS for hospital management supports the medical experts to work together in a virtual environment for analyzing the complex, critical and epidemic medical cases. Additionally, clinical decision support systems are also used for long-term patient care.

A human resources information system (HRIS) is a software solution that manages the employee database of an organization, automates HR-related functions, and provides employees with self-service access to procedures and policies. HRIS can be anything from a simple employee database to a plethora of all-things-HR, depending on the type of HRIS you choose to meet the needs of your organization.

A Human Resource Information Systems (HRIS) is software that provides a centralized repository of employee master data that the human resource management (HRM) group needs for completing core human resource (core HR) processes.

Some people also explain it as a software package developed to aid human resources professionals in managing data. Human resource professionals utilize these systems to facilitate workflow, improve efficiency and store and collect information. Several companies offer HRIS packages to employers. HRIS packages can be customized to the specific needs and requirements of the employer.

Human Resource Information System core offering includes a database to store employee information. HR professionals can input all personnel data into the system which can be accessed from anywhere, round the clock. Types of data that HR professionals collect in the database include compensation history, emergency contact information, and performance review. The core database can also be viewed as an online backup for paper files.

Some HRIS employers allow employers to establish and maintain medical benefits and retirement investments through their software. Such applications allow employers to have a one-stop shopping experience for all their human resources data management needs. Other HRIS packages facilitate medical benefits and retirement investment deductions for payroll but not the establishment of those benefits.

The automation of HRIS has brought in an incorporated database that collaborates together with the human asset records, employee documents, employee positions, stock records, organizational policies, employee monitoring, and numerous other human asset records. They are developed in a planned way that applications can easily project can valid reports from any of the human resource management segment.

  • Preferred Qualifications Experience supporting HRIS

  • Experience with SAP Employee Central, Employee Central Payroll, Compensation Module, Learning Management System, Performance Management, and Succession planning modules

  • Experience utilizing basic level skill in SQL for example and build queries add modify and delete data and create and maintain tables query and update databases using SQL statements etc or other report-writing applications ie Business Objects Cognos Crystal Reports

  • Experience using time management skills such as prioritizing organizing and tracking details and meeting deadlines of multiple projects with varying completion dates

  • Experience with project management, for example: planning organizing, and managing resources to bring about the successful completion of specific project goals and objectives

  • Experience communicating technical information to non-technical audiences

  • Experience gathering requirements developing solutions and integrating cross-functional system solutions

  • Knowledge of Human Resources concepts practices and procedures related to areas such as Benefits Payroll Employee Relations Performance Management and Training

  • Basic level skill in Microsoft Access for example and opening a table in datasheet view entering data filtering data creating a form modifying a form layout applying themes running sorting and saving queries creating and formatting a report changing report test adding an image printing labels navigating through records and or exporting to Excel

  • Basic skill level in Microsoft PowerPoint for example and inserting rearranging hiding and deleting slides navigating between slides increasing list level adding centering and editing text changing views inserting a table or a note moving objects printing outline view and or running a slide show

  • Basic level skill in Microsoft Word for example and opening a document cutting pasting and aligning text selecting font type and size changing margins and column width sorting inserting bullets pictures and dates using find and replace undo spell check track changes review pane and or print functions

An employee in this position can expect a salary between $45,450 and $116,640 plus bonus pursuant to the terms of any bonus plan, if applicable, will depend on experience, seniority, geographic locations, and other factors permitted by law. To review benefits, please click here 041b061a72


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