Preview

Human Resources Information System

Best Essays
Open Document
Open Document
2255 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Human Resources Information System
KHARAFI NATIONAL
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

Introduction
Human resource management information system (HRIS) refers to as software or a system that is used to handle human resource data in an organization. It is also referred to as a human resource management system (HRMS) (Talwar, 2006). HRIS connects the human resource management department and the information technology department in order to solve human resource data needs in an organization. It is worth noting that most of the leading organizations have a large number of employees and it is difficult and uneconomical to handle all the details of the employees manually. It is therefore important to have a software or online solution to the human resource data needs. Some of the functions of HRIS in an organization include data entry and data tracking among other functions (Compare HRIS, 2008).

This report aims at evaluating the HRIS used by Kharafi National Company. Kharafi National was formed in 1976 from a local contracting company to a global company based in the UAE (Kharafa National, 2007, a). The company offers a wide range of services ranging from project development, facilities management and communication among others. According to the analysis conducted on the UAE companies in 2009, Kharafi National is a multi-disciplined world- class pan- Arabian company that operates internationally. The company has registered a rapid growth in the last 2 decades. For instance, in the year 2011, the company forecasted an annual turnover of US$ 2.5 billion and a workforce of 35136 employees. Among the employees of Kharafi National, managers, superintendents, clerical staff, and technicians constitute 11% ( Kharafa National, 2007, d ). This means that Kharafi National is a large company with a large number of employees in all parts of the world. The company operates globally with its head office in the UAE. It



References: Bagdi. S .( 2012). Practical Human Resource Information Systems. PHI Learning Pvt. Ltd Compare HRIS. ( 2008). HRIS Overview. Retrieved on 10th May 2013 from http://www.comparehris.com/HRIS-overview/ Kharafa National. ( 2007). About us. Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/companyprofile/aboutus.html Kharafa National. ( 2007). Human resources. Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/operations%20services/human_resources.html Kharafa National. ( 2007). Information Technology. Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/operations%20services/information_technoloty.html Kharafa National. ( 2007). Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/index.html Looise. J.C. (2011). Electronic HRM in Theory and Practice. Emerald Group Publishing. Mohapatra. (2010). Business Process Automation. PHI Learning Pvt. Ltd. Talwar.P. (2006). Human Resource Management. Gyan Publishing House.

You May Also Find These Documents Helpful

  • Better Essays

    Kavanagh, M.J., Thite, M. (nd). Human Resource Information System: Basics, Applications and Future Directions. Retrieved January 10, 2013, from http://books.google.com/books?id=b87i7eoSPHkC&pg=PA16&dq=hris+system…

    • 1119 Words
    • 4 Pages
    Better Essays
  • Good Essays

    The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labour market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption is that the effective management of employee information for decision makers will be the critical process that helps. A HRIS is concerned with activities related to employees and potential employees of the organization. Because the human resources function relates to all other functional areas in the business, the HRIS plays a valuable role in ensuring organizational success. Some of the activities performed by the HRIS are workforce analysis and planning, hiring, training, job and task assignment and many other personnel related issues (Stair R,2006,241).…

    • 2511 Words
    • 11 Pages
    Good Essays
  • Better Essays

    Human Resource management teams work with the performance of activities such as bookkeeping, upholding policies and guidelines, employee performances, and ensuring labor laws are enforced. Human resource managers use information systems to help in their daily duties of payroll, training, and organizations of personnel files. Human Resource managers develop analyzes functions and determine the type of Human Resource Information system application is necessary to automate and create a strategic alliance for the Human resource department. The importance of determining the type of human resource information system application is to define which system can help make a business run more smoothly. A system is used to store, manipulate, analyze, acquire, retrieve and distribute important information. These systems will help Human resource managers by providing them with more data on strategic levels and allow for the function of more efficient and better information for decision making.…

    • 1016 Words
    • 5 Pages
    Better Essays
  • Better Essays

    The scope of this project is to analyze the HR system to intergrate the existing variety of tools in use today into a single intergrated application.…

    • 869 Words
    • 4 Pages
    Better Essays
  • Satisfactory Essays

    Rio Tinto Case Study

    • 654 Words
    • 2 Pages

    The role of Human Resource Information System(s) in any organization is to give employee asset visibility to enable management decisions and planning easier. In a perfect world, all employee records from hire to decision time would give a more complete picture on all employees past, present, and future value to the organization. The comprehensiveness of…

    • 654 Words
    • 2 Pages
    Satisfactory Essays
  • Good Essays

    Evaluation Criteria Paper

    • 906 Words
    • 4 Pages

    Lippert, S.K., & Swiercz, P.M. (2005). Human resource information systems (HRIS) and technology Journal of Information Science 2005 31: 340 DOI: 10.1177/0165551505055399…

    • 906 Words
    • 4 Pages
    Good Essays
  • Good Essays

    Hris Needs

    • 868 Words
    • 4 Pages

    Dery, K., Grant, D., Wiblen, S. (2006). Human Resource Information System (HRIS): Replacing or Enhancing HRM…

    • 868 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.…

    • 2460 Words
    • 10 Pages
    Powerful Essays
  • Satisfactory Essays

    Data Protection Act 1998

    • 843 Words
    • 4 Pages

    HR data can be store by any professional IT software packages available in the market or can be design by own software engineers. Organization needs to collect data for various reasons:…

    • 843 Words
    • 4 Pages
    Satisfactory Essays
  • Good Essays

    The Human Resource system( HRIS) at Smithon Consulting, has major components of HR not even integrated into the system. Some these issues such as FMLA are forms that are stored in file cabinets or training information being stored in spreadsheets. All employees data and information should be access from the system.…

    • 948 Words
    • 4 Pages
    Good Essays
  • Good Essays

    In this scenario the assumption will be that the HRIS system is not capable of storing or producing the additional information needed by the HR department. Currently, the HR department uses the HRIS system to store basic employee information. To implement this system it will require updating (training) all employees that will use the Riordan Human Resource information; this would include, Managers, Recruiters, Employee Relation Specialist, Human Resource Personnel, Payroll Personnel and whoever else is a part of the Human Resource Department. Any Upgrades must be based on the employees (User) position and should be determined on how often these users use this system. All Human Resource Personnel should receive an upgrade at start-up of the new…

    • 949 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    Human Resource Information Systems can be defined as a database that designed for keeping and recording the essential employees or personnel data in the organization and it can be modified accordingly to the needs of the organization and able to fit in to the organization accordingly to what industries. The purpose of HRIS is not only to keep the information for the personnel but also as a tool to manage the employees within the organization in such efficient ways. As a client of HRIS product, the organization should know what their needs before they begin to use the product from the HRIS vendors to fits their needs. On the other hand, a vendor that supplying the product to HRIS clients should build the product that may fulfill their clients’ needs as could and possibly to fulfill more than 75% of the client’s satisfaction in order to achieve the standard of good application or HRIS product.…

    • 1400 Words
    • 6 Pages
    Powerful Essays
  • Better Essays

    In the present situation of our economy, most of the companies used manual system in their company, also some are using computerized system which lessen the expenses and saves time. An effective and well-designed Human Resource Information System shall make it easier to manage record, update files and retrieve records in Employee records. Confidentially, accuracy and…

    • 916 Words
    • 4 Pages
    Better Essays
  • Good Essays

    HRIS software systems main function is to help HR personnel handle and process large quantities of information that is tracked and updated automatically; this allows HR staff to focus on personal interaction with employees, instead of dedicating the majority of their time to paperwork. The key functions of an HRIS software system are to create and maintain employee record, adhere to legal compliance, forecasting for future planning, strategic alignment and enhanced decision making (Dessler, 2011, pg 61). The other functions that an HRIS system can perform include items such as control, effectiveness, flexibility, efficiency, responsiveness, accuracy, ease of use, automation, timeliness and process improvement (HR…

    • 852 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    [3] Fletcher P. (2005), “From Personnel Administration to Business Driven Human Capital Management: The Transformation of the Role of HR in the Digital Age”, In Greutal and Stone (Eds), The Brave New World of Her, San Francisco, CA: Jossey-Bass, pp. 1-12. [4] Lee A. (2008), “Relationship Between the Use of Information Technology and Performances of Human Resource Management”, PhD thesis, Alliant International University, San Diego: USA [5] Gara S.J. (2001), “How HRIS Can Impact HR: A Complete Paradigm Shift for the 21st Century”, Society for Human Resource Management (SHRM) White Paper, Available: http://www.shrm.org/whitepapers/documents/def ault.asp?page= 630 01.asp [6] Mathis R.L. and Jackson J.H. (2002), Human Resource Management, 10th edition, USA: Thomson Learning, pp. 179 –207. [7] Lengnick-Hall, Mark L. and Moritz Steve (2003), “The Impact of e-HR on the Human Resource Management Function”, Journal of Labor Research. 24(3), pp. 365-379. [8] Kovach K.A. and Cathcart C.E. (1999), “Human Resource Information Systems (HRIS): Providing Business with Rapid Data Access, Information Exchange and Strategic Advantage”, Public Personnel Management, 28(2), pp. 275-82. [9] Byars Lloyd L. and Rue Leslie W. (2004), Human Resource Management, 7th edition, The McGraw-Hill Companies. [10] Gallagher, M. (1986), Computers in Personnel Management, Heinemann, UK. [11] Broderick R. and Boudreau W. (1992), “Human Resource Management”, Information Technology Executive, 6(2), pp. 7- 17. [12] Ball K.S. (2001), “The Use of Human Resource Information Systems: A Survey”, Personnel Review, 30, pp. 677-93. [13] Wikipedia, the free encyclopedia (2011), State Bank of India, , Available: http://en.wikipedia.org/wiki/State_Bank_of_India [14] Wikipedia, the free encyclopedia (2011), State Bank of Pakistan, Available: http://en.wikipedia.org/wiki/State_Bank_of_Paki stan [15] Wikipedia, the free encyclopedia (2011), Bank Indenesia, Available: http://en.wikipedia.org/wiki/Bank_Indonesia [16] Wikipedia, the free encyclopedia (2011), Bank of Thailand, Available: http://en.wikipedia.org/wiki/Bank_of_Thailand [17] Wikipedia, the free encyclopedia (2011), Sampath Bank PLC, Available: http://en.wikipedia.org/wiki/Sampath_Bank_PLC [18] Wikipedia, the free encyclopedia (2011), Kenya Commercial Bank, Available: http://en.wikipedia.org/wiki/Kenya_Commercial_ Bank…

    • 2263 Words
    • 10 Pages
    Powerful Essays