HRIS can be define a system used to acquire, store,
manipulate, analyze, retrieve, and distribute information regarding an
organization’s human resources. An HRIS is not simply computer hardware and
associated HR-related software. Although an HRIS includes hardware and
software, it also includes people, forms, policies and procedures, and data. The paper systems that most companies used before the
development of computer technology were still comparable with an HRIS, but the
management of employee information was not done as quickly as in a computerized
system. The primary purpose of the HRIS is to provide service, in the form of accurate
and timely information, to the “clients” of the system. There are a variety
of potential clients, as HR information may be used for strategic, tactical,
and operational decision making; to avoid litigation; to evaluate programs,
policies, or practices and to support daily operations.
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