The Human Resource Information System (HRIS) refers to the online solution or software utilized for accounting functions, management, payroll, data information for human resources needs, data tracking, and data entry. Considering the high rate of technological advancement over the past years, HRIS increases efficiency and effectiveness in business operations saving on cost and time. As a result of a wide variety of technical solutions across the globe, management should consider various aspects before choosing a particular HRIS. For instance, does the system contribute to business growth, and does it accomplish its purpose effectively? The advantages of utilizing HRIS include aid in organizing, compliance, time-saving, enhancing the HR strategy, excellent employee experience, and facilitating convenience. As a result of these advantages, HRIS technology is utilized in various areas such as eRucruiting and eSelection, Self-Service and HR portals, eLearning and Training, and Performance Management.
eRucruiting and eSelection
eRucruiting and eSelection involve the utilization of technology in hiring, interviewing, assessing, attracting, finding, and selecting new personnel in an organization. For instance, through the Applicant Tracking System (ATS), an individual can reach a wide range of potential employees since it facilitates one to post in multiple career pages, social network sites, and job boards ( Meier, 2017 ). In this respect, the eRucruiting and eSelection purpose is ensuring that the process is effective, efficient, and less expensive. The ATS system also serves other functions such as candidate screening, interview scheduling, resume parsing. Additionally, ATS technology can be integrated with other programs to facilitate efficiency and effectiveness in selecting the right employee. For instance, the technology can be combined with employee geographical location software to ensure that they contact applicants from the area of interest. Therefore, ATS technology facilitates eRucruiting and eSelection processes by providing the organization with tremendous potential employees’ pool, and the system facilitates the selection procedures.
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Moreover, an organization can utilize other programs such as video interviews, online assessment, and testing programs. Considering the high rate of unemployment across the globe, an organization seeking to recruit new personnel receives thousands of applications upon advertisement ( Dickter, Jockin & Delany, 2017 ). This data justifies that the online assessment and testing programs ensure that an organization recruits and selects qualified and competent employees. This program reduces the burden and saves time for the human resource manager to go through all applications and select the appropriate candidates for the interview. Additionally, a video interviewing program ensures that potential candidates for the job are interviewed online without having to travel to the organization’s geographical location. Therefore, video interviewing helps in selecting a suitable candidate for the job while the online assessment and testing programs aid in choosing the potential interview candidates.
Self-Service and HR Portals
A human resource (HR) portal provides a gateway for employees, potential applicants, and job applicants to access their workplace. By forming an HR portal website, an organization can centralize and streamline its information for individuals to acquire data that they require ( Kavanagh & Johnson, 2017 ). In this respect, consultation time is reduced, providing time for the management to concentrate on critical issues to improve the organization’s performance. HR portal website technology also reduces an organization’s printing costs and staff distribution hours since information can be acquired through the business website. Research indicates that approximately eighty percent of the world’s population utilizes smartphones and uses social media ( Lukoff et al., 2018 ). This finding illustrates that the site's use is an appropriate technology for relevant individuals to acquire information about an organization without calling or sending emails to the HR staff. Therefore, the website's creation is the proper approach for utilizing technology in sharing the organization’s information through the HR portal.
Besides, the Employee Self-Service program can be utilized as a Self-Service approach for allowing employees to complete tasks without involving human resource personnel. Employee Self-Service (ESS) software aid organization in increasing efficiency and saving labor hours since functions and operations are achieved without physical interaction between the employee and human resource personnel ( Kavanagh & Johnson, 2017 ). In this respect, employees have login credentials for their accounts that enhance privacy and confidentiality. Through the ESS software, employees can change personal information, including banking information, contact information, address, and updates when required. Moreover, ESS provides provision for employees to make inquiries after regular working hours saving on time. Therefore, Employee Self-Service (ESS) software enhances employee interaction with the human resource staff since workers can provide information through the technology and make enquires at any time.
eLearning and Training
eLearning and Training involve technology utilization in delivering solutions for enhancing performance and employees' knowledge and may include the integration of various techniques. Audio and video technologies are the significant approaches utilized in eLearning and training, depending on specialization ( Patil, 2014 ). In the utilization of audio technology, learning is accomplished through an individual listening to materials through digital electronics and computers. In video technology, there is an electronic media for broadcasting, copying and recording moving visual images. Regarding these technologies in eLearning and training, an organization chooses the appropriate technology depending on the topic of discussion and the concept complexity. Additionally, some people understand better through visual images, whereas others prefer listening; therefore, an organization should pick the best technology that suits the employees. Thus, audio and video technologies play a vital role in eLearning and Training to improve performance and increasing knowledge.
Moreover, eLearning and Training can be enhanced through webcams, whiteboards, blogging, and screencasting technologies. Through the help of pieces of technology such as mobile devices, tablets, and computers, individuals can have interactive and engaging learning online ( Patil, 2014 ). In this respect, webcams facilitate virtual classrooms through video conferencing, whereas whiteboard technology permits employees to write and erase enhancing the learning process. These technologies allow eLearning and Training to be conducted anywhere and anytime, thus, reducing time wastage and cost. Regarding this, employees can be learning after work, although they have medium pieces of technology such as android phones and computers. Therefore, technologies allows employees to learn after working hours and apply the knowledge acquired during the working hours; thus, eLearning and training technologies might not affect the organization's operations and productivity. Therefore, whiteboard, webcams, screencasting technologies can be utilized in eLearning and Training, enhancing employee productivity and knowledge at the workplace.
Performance Management
Performance management involves the communication, collaborative-based process where management and employees work together to monitor, plan and review objectives, job trajectory, long-term goals, and employees’ contribution in an organization. Performance Management software that allows employees to set their goals with organization help facilitates communication and performance review and is the appropriate technology for enhancing organizational effectiveness ( Ahmed et al., 2016 ). Considering that employees play a vital role in ensuring that a business achieves its ambition, their involvement in gauging performance plays a crucial role in increasing their productivity. In this respect, performance management software allows employees to set their goals in collaboration with the management. This move motivates the employees to work towards accomplishing their objectives, which are in line with the organizational ambitions. Moreover, the software gives the employee room to interact with management, such as supervisors and human resource staff, for clarifications where necessary. Besides, performance management technology has a performance review that gives room for analyzing an employee trend at the workplace. Performance review allows the management to highlight areas that require improvement and what should be done to achieve the objectives. Considering that individuals tend to be reluctant to achieve their goals if proper monitoring is not done, performance review features in the performance management software keep track of an employee’s engagement in achieving performance. Since employees' goals align with the organizational objectives, the management can gauge an employee commitment to the business ambitions. In extreme situations where an employee's performance is poor or below average, the organization might consider recruiting new personnel. Moreover, through the feature, the management is able to understand areas that require training to improve employees’ performance. Therefore, performance management software has provisions for setting goals, reviewing performance, giving suggestions, and getting feedback enhancing commitment working towards organizational ambitions.
Conclusion
The Human Resource Information System (HRIS) depicts the utilization of technology in working towards organizational goals. The world has experienced technological advancement over the past decades, and various sectors have embraced this development due to its effectiveness and efficiency. Technologies are utilized in accounting functions, management, payroll, data information for human resources needs, data tracking, and data entry. As a result of the advantages of adopting technology, organizations utilize it in various areas such as eRucruiting and eSelection, Self-Service and HR portals, eLearning and Training, and Performance Management. In eRecruiting and eSelection, an organization utilizes multiple programs such as Applicant Tracking System, online assessment, and testing technology. In the Self-Service and HR portal technology, a business creates a website where its information can be easily accessed and creates employee portals for updating relevant information and making enquires where necessary. In the eLearning and Training program, audio, video, and webcam, whiteboard technologies are utilized to facilitate online learning. On the other hand, performance management software ensures that employees set goals in collaboration with the management, and the technology provides provision for regular performance reviewing, making enquiring, and getting feedback.
References
Ahmed, T. M., Bezemer, C. P., Chen, T. H., Hassan, A. E., & Shang, W. (2016, May). Studying the effectiveness of application performance management (APM) tools for detecting performance regressions for web applications: an experience report. In 2016 IEEE/ACM 13th Working Conference on Mining Software Repositories (MSR) (pp. 1-12). IEEE.
Dickter, D. N., Jockin, V., & Delany, T. (2017). The evolution of E-selection. The Wiley Blackwell handbook of the psychology of the internet at work , 257-283.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions . Sage Publications.
Lukoff, K., Yu, C., Kientz, J., & Hiniker, A. (2018). What Makes Smartphone Use Meaningful or Meaningless?. Proceedings of the ACM on Interactive, Mobile, Wearable and Ubiquitous Technologies , 2 (1), 1-26.
Meier, M. (2017). U.S. Patent Application No. 15/462,437 .
Patil, V. (2014). Technologies used in E-learning. Scholarly research journal for humanity science & English Language , 280-285.
