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Since they support the goals and objectives of the organization, information systems play an important role in planning and management of human resources.
These systems will serve as an important personnel administration operational programs, including employee record keeping, budget control, compensation, benefits management, and government reporting. This paper will discuss the project plan overview of human resources information systems HRISs and their strategic and operational use in a health care organization.
Computer technology enables hospitals and other health care organizatoin to combine human resources into a single database that can be used to support multiple personnel and managerial functions. A human resources information system HRIS is the integration of software, hardware, support functions and system policies and procedures into an automated process designed to support the strategic and operational activities of the human resources department and managers throughout the organization.
An HRIS database maintains an inventory of people, job skills, and positions and its system draws on these inventories for transaction processing, reporting, and tracking.
The level of system complexity progresses from low to high as it affects and supports increasingly complicated decisions and activities.
A health care organization usually aspires to several key goals in automating its human resources management function. The HRIS will provide timely, efficient, thorough and accurate personnel information and analysis. A second goal for implementing the HRIS is to provide an effective match of the needs, skills, and interests of the human resources department staff with other users and departments.
I have noted below in detail the key learning points that I will apply to the implementation of the HRIS; strategic objectives, operational objectives, and planning.
As human resources issues have been increasingly, recognized as critical factors in planning decisions, the ability of the HRIS to analyze, quantify and model change has enhanced the status of HRIS in other organizations.
In a recent study more than human resources executives in the health care industry, human resources strategic planning was identified as the most critical issue they will possibly face in the coming years.
Human resources professionals must be involved in these strategic planning activities. Unfortunately, human resources professionals are sometimes overlooked in the planning process, making it difficult to use the information and expertise they can bring to the planning activities fully.
Managers stress the role human resources information technology can ply in improving human resources management as well as contributing to competitive advantage. As a key component of an organization wide integrated information system, a strategic HRIS will provide important information about human resources needs and capabilities; this information will assist the management team in establishing the organizational mission and setting goals and objectives in motion.
The system will become an action tool to help lead the organization toward transforming and redesigning the health care within the community. Human resources planning and allocation are critical links between the human resources strategy plan and the organizational business plan.
Assessing the future needs will require information about current employee levels and their skills, along with projections of patient needs. Another requirement are analytical tools for asking the "what if "questions when exploring alternative service strategies.
The health care organization will utilize the computerization within its function to experience a number of strategic advantages. Computerization will make forecasting more timely, cost effective, and efficient. The need for analysis, collection and management of human resources information has outpaced the development of human resources information systems in many health care organizations.
This is further complicated by an increasing trend toward the development of integrated hospital information systems. The inputs to the system will include knowledge, skills, and abilities that will be developed through programs of recruiting and employee development.
Human resources systems outputs will be evaluated through measures of job performance and employee satisfaction.
Effective mechanisms that will be use for feedback concerning outputs are incorporated so the progress is monitored and strategies can be adjusted accordingly.Read this essay on Human Resource Information System.
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A human resource information system (HRIS) is computer software employers use to manage the human resources functions of their organization.
It has the capability to maintain employment records of. We are a team of qualified professional writers helping Undergraduate, Masters, MPhil and PhD students in UK, United States, Europe, Africa, Asia and India in writing their Dissertations, Thesis, Research .
measuring and tracking human capital and using the HR information system generally. Key words: Information Technology, Human Resources Management, Company’s Goals, Recruiting, Idea Management, Human Resources Development 1 Introduction There is no underestimation of importance and effect of the Human Resources management at all.
The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.
Essay on Armaguard’s Human Resource Information Systems. INTRODUCTION ‘Human resource management is the strategic and coherent approach to the management of an organization’s most valued assets- the people working there who individually and collectively contribute to the achievement of the objectives of the business’ (Wikipedia, nd).