As explained by, Tannenbaum (1990) Human Resources information system is a process that is used to analyse and record the employee’s personal information and store them in software to reference it when needed. Moreover, According to Hedrickson (2003), he defined HRIS as a system that is used to gather, store and analyse information regarding an organization’s human resources. Furthermore, the purpose of HRIS is to build on the efficiency by having less paperwork, as it will allow the data of employees and HR activities to be put together (Vikas, 2012).
There are many benefits of HRIS which will have a huge impact on the success of the business. Bhaskar (2011) mentioned that HRIS helps the organization in planning the workforce and make it more organized, this shows, that having this system the workers will be monitored well and there will be good management. In the same way, Tadic and Pivac (2013) stated that HRIS help in improving the quality of decision that managers take regarding HR.
On the other hand, organizations may face drawbacks when having HRIS. As Dhande and Mane (2017) pointed out that, it will result in lack of communication, for example, instead of having a one to one appraisal with employees the supervisor can easily get the information he needs through the system and send an email to the employee, which will result in not valuing the employee. Dhande and Mane (2017) mentioned that Computers cannot substitute with human beings, for example, there are certain jobs that human do which computers aren’t able to take over of, such as, being creative.
Kenneth et al (2002) stated that “human resource information has largely been a necessary tool in hiring, administration and ultimately, separation of employees” (p.43) it tells us how managing the workforce has developed and become more advanced, also made it easier for the business to operate both the organisation and the employees. Furthermore, the use of HRIS can be beneficial to the business in many ways, “HRIS can support a corporate mission that focuses on improvement in the capabilities, Motivation, and continuing commitment of its most valuable Human Resources” (William, 1993, p.297). This indicates that HRIS is the tool to keep the staff motivated and encourage them to work more effectively if they were looked after.
Moreover, Troshani et al, make several statements which one of them, “HRIS deliver can help strategic planning by identifying current and forecasting future workforce demand and supply requirements.” (2010, p1-3). The HRIS system can give a chance for the organization to plan and have an idea of which objective to counties within future, for example, the production company who manufacture products might help them to know if the product will be successful in the market or should they change it.
In conclusion, HRIS have changed the way businesses deal with employees and the organization, as well as, it made it much easier and more efficient to manage without the need for paperwork. In contrast to that, HRIS has some drawbacks, such as it’s too expensive where some organization cannot afford it.