MOD 2
The Five Types of HRIS and Their Applications
section 03 Human Resource Information Systems – Online Plus – 2020 Winter Quarter
The Five Types of HRIS and Their Applications
Human resources information systems (HRIS) is a technological innovation that applies modern innovative advancements in technology, information, and communication for the improvement of human resource management. The cast application of these systems has led to their development into several subtypes based on their use. The different types include Operational, comprehensive, tactical, strategic, and limited function HRIS.
Operational HRIS
This type of human resource information system provides the manager with the necessary personnel position of the company as well as demographic data needed by government agencies (Ali, 2017).
The operational HRIS allows the manager to control all positions in the company and identify unfilled positions. Moreover, this type of system can also guide the selection of persons for various posts by assisting in screening, vetting, and placement of candidates into suitable positions. This way, the organization’s goals, interests, and perspectives, and the expectations of the employees and stakeholders are well understood and easily achieved (Ali, 2017).
Comprehensive HRIS
The comprehensive type is a coordinated database management system that provides an integrated database of human resource management on each employees’ position, qualification, skill set, and job analysis of these employees (Ali, 2017). In this type, the human resources files are created and stored in an interrelated manner allowing for comprehensive report generation at any time.
Tactical HRIS
Tactical systems allow for the prudent allocation of resources by guiding employees’ recruitment, compensation, and career progression. Recruitment of staff is one of the most vital aspects of the organization and functions of human resources (Karikari et al. 2015). Tactical HRIS facilitates the recruitment process by enabling a detailed recording of employment recruitment activities, including costs, time, and the method of employee evaluation used to obtain candidates for the respective positions.
This benefits the organization by anticipating hiring requirements and predicting possible fluctuations in the costs of hiring to avoid losses. Similarly, businesses benefit by eliminating the possibility of hiring underqualified staff, which would affect organization performance (Silva & Lima, 2018). The application supports human resource activities such as hiring, promotions conducting transfers, and termination of employees through tracking and analysis of available employee data on performance and employment gaps.
Strategic HRIS
Strategic type of HRIS supports the day to day employee management, planning, and labor negotiations. This system benefits the organization by providing long term information regarding the quality and quantity of labor force available to help achieve an organization’s vision (Karikari et al. 2015). Specialized human resource information system software is one example of the types of strategic HRIS: (Ali, 2017).
Limited function HRIS
Limited function HRIS assists human resource personnel in small companies to manage a small task such as training a specific group or individual employees. Human resource management benefits from fast and easy and less expensive automated services.
HRIS typically aid human resource in the overall management and help improve human resource capabilities. In essence, HRIS simplifies human resource work and decision making (Silva & Lima, 2018).
References
ALI, H. A. (2017). Human Resource Information Systems (HRIS). Proceedings of Academics era 10th International Conference, Ottawa, Canada. 23-25
Karikari, A. F., Boateng, P. A., & Ocansey, E. O. (2015). The Role of Human Resource Information System in the Process of Manpower Activities. American Journal of Industrial and Business Management, (5) 424-431
Silva, M.S., & Lima, C.G. (2018). The Role of Information Systems in Human Resource Management. Management of Information Systems. DOI: 10.5772/intechopen.79294
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