Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS).

HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. The following are the benefits of HRIS HRIS Benefits: HRIS has showed many benefits to the HR operations. A few of them can be detailed as; o o o o Faster information process, Greater information accuracy, Improved planning and program development, and Enhanced employee communications (Overman, 1992).

APPLICATIONS OF HRIS HRIS can be applied in the following areas of HRM HR planning Succession planning Work force planning Staffing Applicant recruitment and tracking Employee data base development Performance management Learning and development Compensation and benefits Pay roll Job evaluation

Barriers to the success of an HRIS: o o o o o o o o o Lack of management commitment Satisfaction with the status quo No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration

Examples of HRIS software: Abra Suite: for human resources and payroll management

ABS (Atlas Business Solutions): General Information, Wages information, emergency information, Reminders, Evaluators, Notes customer information, Documents and photos, Separation information. CORT: HRMS: applicant tracking, Attendance tracking and calendars, Wage information, Skills tracking, Reports-to information, Status tracking, Job history tracking, Cost center tracking, Reviews and tracking, Mass update and change tools etc. Human Resource MicroSystems: sophisticated data collection and reporting, flexible spending accounts, compensation, employment history, time off, EEO, qualifications, Applicant/Requisition Tracking, Position Control/Succession Planning, Training Administration, Organization Charts, HRIS-Pro Net (employee/managerial selfservice), HR Automation (eNotification and eScheduler), and Performance Pro (performance management) ORACLE- HRMS: Oracle iRecruitment, Oracle Self-Service Human Resources, Payroll, HR Intelligence, Oracle Learning Management, Oracle Time and Labor PEOPLESOFT: Enterprise eRecruit, Enterprise Resume Processing, Enterprise Services Procurement, Workforce Planning, Warehouse SAP HR: Human Capital Management (HCM) for Business, All-in-One: Rapid HR, SPECTRUM HR: iVantage and HRVantage. iVantage is a Webbased HRIS product designed for organizations with up to 10,000 employees.

Critical Analysis Although almost all HR managers understand the importance of HRIS, the general perception is that the organization can do without its implantation. Hence only large companies have started using HRIS to complement its HR activities. But HRIS would be very critical for organizations in the near future. This is because of a number of reasons. Large amount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization

The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis created by "technology" and "IT" in the minds of senior management. They may not be very tech savvy and fear being left out. But trends are changing for the better as more and more organizations realize the importance of IT and technology. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products. They are also coming up with very specific software modules, which would cater to any of their HR needs. SAP and Peoplesoft provide HR modules within their business intelligence software. Hence HRIS would soon be an integral part of HR activities in all organization.