Admin's other articles

4349 The World without Bankruptcy Laws

Bankruptcy is one of the natural states which a company may find itself in. Entrepreneurship is primarily about taking risks. When companies take risks, some of them succeed, whereas others fail. Hence failure is a natural part of the business. However, many critics of bankruptcy laws believe that there isn’t a need for an elaborate […]

4348 The Wirecard and Infosys Scandals are a Lesson on How NOT to Treat Whistleblowers

What is the Wirecard Scandal all about and Why it is a Wakeup Call for Whistleblowers Anyone who has been following financial and business news over the last couple of years would have heard about Wirecard, the embattled German payments firm that had to file for bankruptcy after serious and humungous frauds were uncovered leading […]

4347 Why the Digital Age Demands Decision Makers to be Like Elite Marines and Zen Monks

How Modern Decision Makers Have to Confront Present Shock and Information Overload We live in times when Information Overload is getting the better of cognitive abilities to absorb and process the needed data and information to make informed decisions. In addition, the Digital Age has also engendered the Present Shock of Virality and Instant Gratification […]

4346 Why Indian Firms Must Strive for Strategic Autonomy in Their Geoeconomic Strategies

Geopolitics, Economics, and Geoeconomics In the evolving global trading and economic system, firms and corporates are impacted as much by the economic policies of nations as they are by the geopolitical and foreign policies. In other words, any global firm wishing to do business in the international sphere has to be cognizant of both the […]

4345 Why Government Should Not Invest Public Money in Sports Stadiums Used by Professional Franchises

In the previous article, we have already come across some of the reasons why the government should not encourage funding of stadiums that are to be used by private franchises. We have already seen that the entire mechanism of government funding ends up being a regressive tax on the citizens of a particular city who […]

See More Article from Admin

It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout.

Visit Us

Our Partners

Search with tags

  • No tags available.

For implementing any Human Resource Information System (HRIS) project successfully, the system design requirements should be given utmost importance and it must have scope for customizations as per the requirements of the end users. The system should have various inbuilt provisions and be developed by carefully analyzing the end users/customers’ requirements and the technicalities involved in the entire process and the end results which are expected from the module.

Implementing an HRIS system requires careful planning, setting up of systems and processes in place, clear definition of objectives/goals and an integrated approach. A well designed HRIS system can eventually lead to improved organizational productivity and vice versa may also be true if it is implemented in an unplanned manner.

HRIS Customers/Users

The customers or users can be both employees and non-employees.

  • Employees include managers and data analyzers, potential decision-makers, clerks, system providers and to certain level those who rely on the system for self-help. Managers are generally the regular managers, directors, president, vice-president, CEO, etc.

    According to Miller (1998), what various managers have in common is their very key requirement of having an access to accurate data which can facilitate their decision making in connection with people matters. HRIS provides should provide information on performance appraisal, recruitment, selection, training, maintenance, potential appraisal, pay-roll, group force, areas of improvement and thereby contribute in formulation of strategic goals and objectives.

  • The Data Analyzer on the other hand helps not only in collecting the relevant data but also filtering and examining them for the managers. The verification of the data helps the managers in decision making. There are various models available for the data analyzer.

  • The potential Decision-Makers are helped by the technical analysts, who interpret the data through various programs into an easy language so that the managers can have an easy accessibility to them.

  • Clerks mostly dedicate their time in providing the backup support and spend most of their time in providing assistance. They retain each and every minute detail of HR functions to assist HRIS. There are also certain employees who rely on self-help. Fr e.g., they plan their own vacations or retirement schemes on the basis of company policies in a computerized form.

  • The non-employees job seekers rely on job portal for gathering knowledge of the HRIS. They don’t really interact directly but on certain servicing partners.

As it has been discussed, that the users of HRIS module may be different and also that they have different usage requirements. Some are simply involved in feeding the information and data, while few simply glance through the information in report forms and some pay a careful attention to the data and information, analyze the trends and use it in their day to day decision making.

On the basis of classification in terms of usage of data and information, the data can be essentially classified into 3 categories:

  • Information about the employees, which may include their biographical details and equally information regarding their knowledge, skills and abilities or competencies.

  • Organization based information like organizational structure, job description and specifications, various positions and jobs, etc.

  • The third kind of information will essentially be a combination of the above 2 categories. For example: information which gives an idea about employee performance (Performance appraisal) and information about the Compensation of the employee.

HRIS Architecture

Any System Architecture should essentially include three key features and these are Components, Collaborators which describe about the pattern of interaction between the components and Connectors which explain the communication pattern between the components. Depending upon the requirements, the HRIS architecture can be 2-tiered, 3-tiered or multi-tiered architectures.

  • Two-tier architecture: The Two-tier or Client-Server architecture came into origin during 1980’s. This form of architectural framework can be used for meeting the day to day regular requirements and was developed for the purpose of serving low-powered processes across PCs within an organization. In the two-tier architecture each and every minute detail of the clients are noted in the PCs and can be derived by the organization as and when required in a easy manner. Even some complex operations are done in this architectural framework.

    Source: edn.embarcadero.com

  • Three-tier architecture: During 1990s the servers played the role of a database server as well as an application server.

    Source: msdn.microsoft.com

    But with the advent of both, HRIS professionals demanded much more elaborate processes. Two tier architecture, even though is inexpensive but has limited applications and there is interdependency of components. On the other hand, three tier architecture even though is a refined version and provides additional advantages, still has various limitations.

  • N-Tier Architecture (introduction of application server-HTML): N-Tier architecture can be regarded as an improved version of 3-Tier architecture and it provides the added advantages of load balancing, enabled worldwide accessibility, facilitates extra-savings space and easy generation of data.

    Source: tgarhwal.wordpress.com

N-TIER Architecture with ERP

HRIS continuously interacts with other operational areas within an organization. In the diagram above, there are three different layer which gives rise to N-Tier design. There are various web servers which provide the different databases modules and languages. The main objective is to formulate the goal of the business process in a single phrase so that all the layers can easily understand it and get moving on it. Though the process is complex, but until and unless the end users are clear of the main objective. It actually provides a single browser to store and retrieve database by the end users.

HRIS Implementation

Different authors have described different steps for implementation of HRIS in an organization. It is essentially a planned and an integrated approach involving the top management, HR Managers and a team of Technical Consultants and Specialists. A clarity of the objectives and the organizational goals is very crucial before working upon the module implementation.

Planning is the basis for implementation on which the chance of implementation successfully depends. It provides the framework for the choice of project manager or consultant, choosing certain project experts, defining reports and management methods, a good implementation team, operational areas, budgetary methods, analyzing and comparing existing and future processes, hardware as well as software determination, customize modernized techniques, interaction of user and software for acceptance. In the ensuing discussions, we will cover in detail the stages involved in implementation process, evaluation of the entire process and the pitfalls involved in the implementation stages.

Article Written by

Admin

Leave a reply

Your email address will not be published. Required fields are marked *

Related Posts

Why are Companies Constantly Upgrading their ERP Systems?

Admin

It’s Now or Never: Why Business Must Embrace Sustainability before it is Too Late

Admin

The Pharma Sector and Intellectual Property Rights: Pros and Cons

Admin