Conclusion

To be effective, the organization’s goals, objectives, culture, and activities must be consistent with the organization’s strategy. This means that all information systems in the organization must facilitate the organization’s competitive strategy. By finding the right HRIS system which able meet the needs of companies, it can serve as an advantage to companies when managing the competitive forces.

HRIS offers HR, payroll, benefits, training, recruiting and compliance solutions. Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. Therefore, it saves much time of the HR administrator spent on their routine tracking employee’s development. Besides that, it serves the function of facilitating communication processes and save paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and form changes can be automated easily, resulting in faster approvals and less paperwork. An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants.

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.

Reference:

James R Mensching & Dennis A. Adams (1991). Managing An Information System. Prentice Hall Series in Information System