Gap on how an information technology can be an effective tool for HR

to improve overall Efficiency of an organization.

Name: Muzafar Ali Soomro (9119)

Facilitator: Mr. Kabir Farooqui

Assignment#: 01

BPR/ER
HUMAN RESOURCE INFORMATION SYSTEM
P
Problem Statement:
From the birth of personnel management till the boom of HRM
various things have collaborate toward the success to achieve the goal of HRM. Information
system is one of the strongest pillars that have helped organization to achieve its objectives and
manage its resources. Before information system it was like a nightmare for the companies to
manage its overall system manually where as more the chances of deception were exist.

The Human Resource Information Systems (HRIS) provide overall:

 Management of all employee information.

 Reporting and analysis of employee information.
 Company-related documents such as employee handbooks, emergency evacuation
procedures, and safety guidelines.
 Benefits administration including enrollment, status changes, and personal information
updating.
 Complete integration with payroll and other company financial software and accounting
systems.
 Applicant tracking and resume management.

The HRIS that most effectively serves companies tracks:

 Attendance and PTO (paid time of) use

 Pay raises and history
 Pay grades and positions held,
 performance development plans
 Training received,
 disciplinary action received
 Personal employee information, and occasionally
 Management and key employee succession plans
 high potential employee identification, and
 Applicant tracking, interviewing, and selection.

Conclusion: An effective HRIS provides information on just about anything the

company needs to track and analyze about employees, former employees, and applicants. Your
company will need to select a Human Resources Information System and customize it to meet
your needs.

With an appropriate HRIS, Human Resources staff enables employees to do their own benefits
updates and address changes, thus freeing HR staff for more strategic functions. Additionally,
data necessary for employee management, knowledge development, career growth and
development, and equal treatment is facilitated. Finally, managers can access the information
they need to legally, ethically, and effectively support the success of their reporting employees.