Human Resources Information Systems (HRIS)

The organization is a structured series of information networks that connect the information
needs of each process with data sources. In each organization there are several information
systems, data banks are the basic support of the systems. information ace.

Nowadays, the concept of INFORMATION SYSTEM is related to Information Technology (computer,

The trend is aimed at the distribution of local computer information networks that preserve the
independence of each unit of the organization and connect it with a corporate network of the
organization, to ensure access to various volumes of information.

Information System Concept

It is an HR information system is a system used to gather, record, store, analyze and retrieve data
about the organization's human resources. Most of the HR information systems are computerized.

The HR information system is a systematic procedure to gather, store, maintain, combine and
validate data necessary for the organization in relation to its Human Resources and their
respective activities, in addition to the characteristics of the organization's units.

HRIS is planned to gather, process, store and disseminate HR-related information so that
managers can make effective decisions.

Objectives of HR Information Systems (SIRH)

There are 2 basic objectives for the information system: 1- Reduce information processing costs
and time and 2- Provide decision support (help line managers and employees make better
decisions)

In this way, the HRIS can be intended for HR Specialists, Senior Management, Line Managers, and
employees in General. It is almost always intended for all of these users simultaneously.
Information access is achieved through terminals distributed throughout the organization.

When setting up the SI, the concept of the operational cycle traditionally used in accounting must
be taken into account.

The concept of operational cycle locates series of temporal events within an organization and
allows identifying a starting point and an ending point connected to each other by series of events.
Once the initial and final points are specified, the risk of designing an information system for only
part of the information flows is avoided, since the dimension of the decision process is perfectly
defined.
While traditional information systems consisted of closed systems covering only the most
important flows of formal information, the open system approach seeks to establish a
programmed set of decision rules to apply to a large volume of repetitive types of transactions
between participants. .

Once specified, any person can administer these rules during daily activities, leaving the
administration free to dedicate its efforts to the treatment of the unscheduled set of transactions
(apply the principle of exception). All systems administration is supported by the planning and
implementation of an Integrated information system that saves people time.

The IF IS INTENDED FOR:

S. YO. Destined to the ARH

S. YO. Intended for line managers

S. YO. Intended for employees

Information System for the ARH

It is the most extensive information system on the workforce and is used to carry out the analysis
and undertake actions in the people management area. Therefore, it meets the needs of HR
specialists, knowing the information needs for people management, this system covers:

*Strategic Planning,

*Formulation of objectives and action programs.

*Personnel control records for payroll purposes, absences, delays, discipline.

*Reports on remuneration, salary incentives, benefits, recruitment and selection, professional

*Reports on positions and sections.

Some conservative companies limit certain information to the ARH body while innovative ones
completely open information to all users including employees.

HR Management Information System:

The GIS is a planned system to gather, process, store and disseminate information in order for line
managers to make effective decisions. This system plays an important role in the performance of
managers, in terms of leading subordinates.

To set it up, you must know what information the line manager needs, adapt the system to the
needs of the line managers, and verify the information through written reports.

Information System for employees:

Implementation of the information system in planning

The HR department works together with other departments so that the S i is used appropriately
and in order to make organizational tasks more effective. Effective management of "human
capital" becomes a necessary operation for HR professionals. human resources, just as it is
important to do a prior study, it is equally important to analyze the aspects that concern the
development of the VRS organization, administration of the organization and then the
implementation of the HRIS and its development.

HR is an area in charge of collecting the data of each worker related to their history and personal
characteristics, their skills and abilities, even the most accessible data such as their salaries and
their work in the company. The quantification of this data and the systematization for its
treatment allows its subsequent management by automated systems, reducing the manual
processing of operations, a costly source of errors.

The strategy of companies in terms of Human Resources is fundamental since it tells us where the
actions of the companies are directed. A good strategy includes internal equity, external equity, a
salary administration system, a performance evaluation system, a variable compensation system,
skills development, etc.

The task of Human Resources is not simple and involves the implementation of objective systems
that help us have good administration of our human capital. In other words, transform this data
into coordination mechanisms and strategies for future organizational development, reducing
operating expenses and streamlining processes within organizations.

Examples of use of the HRIS

Payrolls

The payroll model automates salary management by gathering the worker's data about their work,
attendance, calculating deductions and taxes, social contribution and periodically generating the
payment order. It also allows the generation of data and statistics for all personnel related to
these data. Sophisticated systems can establish accounts payable, employee deduction
transactions or produce checks. The payroll module sends the information to the general ledger.

Management of work benefits

The work benefits management module allows you to evaluate the time/work information of each
employee. Data analysis allows for better distribution of work. This module is a key ingredient in
establishing analytical organizational cost accounting capabilities.

Management of social benefits

Human resources management

The human resources management module covers other aspects of HR, includes fewer legal
details and is more focused on a management policy. The system records data on management,
selection, training and development, capabilities, skills management and other related activities.
Personal data (age, address, family...), skills and titles, training followed, salary levels, registration
of curriculum vitae data are managed here.

Productivity indicators

To evaluate the productivity of each employee, it is necessary to quantify the time and activities
that generate positive results within the organization. This becomes very complicated, especially in
service companies where intangible goods are produced. In these cases it is necessary to
"measure" the activities of each of the employees, separating the "Productive" activities (Those
that are directly related to the company) from the "Personal" activities (Those that have no direct
relationship with the company). In this way, the real cost (man hours) that it takes for each of
them to carry out their tasks, as well as the tools they use to achieve the objectives, can be
quantified.

Advantages

The Information System allows these four segments to be integrated, creating functional
connections between these activities in the computer program.

Using the Internet or corporate intranet as a means of communicating and sending files,
technology can reduce transaction costs, leading to greater organizational effectiveness. Workers
or service managers can also have partial access to the system, which allows them, for example, to
enter the data that concerns them themselves, such as permit requests and others. Those tasks
that are costly in time and money, such as the administrative management of personnel, the
change of personal data, the registration of a training course or a pension plan, can therefore be
carried out by the person who is the direct cause of the the action that must be taken. In this way,
management personnel are freed from boring and repetitive tasks, allowing them to concentrate
on strategic or political decision-making problems that lead to business innovation.

HRIS Physical Type

It is known as the physical data or data bank that corroborates the information is slower, all types
of information are handled regarding the operational cycle of the individual stored in files, Ampos,
folders of Physical information.
Every organization must build on a solid base of information, this information alone would be
nothing, it requires effective processing to give it shape; Information systems come to shape it,
classify it and give future development to that data for development processes.

The HRIS is an information tool that is used to transform information in the development of future
plans, which can achieve great changes when making future decisions.

The ARH comes to take part in this process since managing the information of the members of the
organization becomes a great responsibility. It is not simply storing it or including it, it is processing
it together with other departments to develop futuristic plans.