HR Information Systems: A Comprehensive Guide
INTERNAL COMMUNICATIONS
Organizations must build a solid base of information and communication. Everyone must assume their responsibilities based on the information provided to them.
Peter Drucker said every person must ask two fundamental questions:
- What information do I need for my work? From whom, when, and how?
- What information about my work do others need? From whom, when, and how?
Organizations increasingly need adequate information systems to manage the complexities of their environment and transform their employees into efficient and engaged members.
INFORMATION NEEDS
Managing people requires extensive information processing so HR specialists and managers can make effective and appropriate decisions. The success of HR depends on how well its information system is designed and planned. The more information available, the less uncertainty there is.
Initially, HR information systems were specific to the HR area. After decentralization, HR information systems expanded to include managers’ ability to make sound decisions and ensure subordinates respect the system. Information systems are open to employees to receive feedback on their own performance.
Individual Information Needs
- What types of decisions do you make regularly?
- What type of information do you need to make those decisions?
- What kind of information do you receive regularly?
- What types of special studies do you regularly request?
- What information would you like to receive that you are not currently receiving?
- What information do you need daily, weekly, monthly, annually?
- On what specific topics would you like to stay informed?
INFORMATION AS A PROCESS
A revolution in telecommunications and information technology management is underway. Organizations are seeking a competitive advantage by finding ways to transform dispersed knowledge into productive knowledge. The main challenge is that currently 95% of information is still processed on paper, 4% on microfilm or microfiche, and only 1% in digital format. Transforming information into knowledge in a digital format is a matter of survival for businesses. This includes public records, employee records, and other essential documents.
HR Database
1.La base any information system is the database. The database serves as storage system and accumulation of appropriately encoded and available for prosecution and intelligence gathering. The data provide the basis for forming judgments or solving problems. Data is only an index or a record.
2.The database is an integrated set of logically related files, and organized to improve and facilitate access to data and eliminate unnecessary duplication. The efficiency of the information is greater with the help of data banks,
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People management requires the use of several banks
Personnel records: Registration fees: resgsitro sections or divicio, remuneration Registration:. Registration benefits:. Training Record:. , Records of candidates, medical record: ..
HR INFORMATION SYSTEM
In every organization there are several information systems. The databases are the basic support systems informaciónel information system concept is closely related to information technology and involves the presence of computers or the network of microcomputers, as well as specific programs to process data and information. There are 2 types of systems.
1) centralized mainframe system and 2) the decentralized system integrated networks of microcomputers. is aimed at the distribution of local networks of microcomputers that preserve the organization and connect to the corporate network of the organization, to
large volumes of data
HR INFORMATION SYSTEM ComCept
The HR information system is a system for collecting, recording, storing, analyzing and retrieving data on the organization’s human resources. Most of the HR information systems is cornputarizada
The HR information system is a systematic procedure for collecting, storing, maintaining, combining and validating data needed for the organization in relation to human resources and their respective activities, in addition to the features of the units of the organization. ”
There are 2 eyelets paar basiscos the sist. report.
– Ojetibos is one of the adiministrativo (reduce costs and processing information)
“Support is another decision: to help line managers to employees to make better decisions.
system of information to be the ARH
It is the most comprehensive information system on the workforce and serves to make. The analysis and take action in the area of people management. addresses the needs of HR specialists. covers the following aspects
1.Planeación strategic HR.
2.Formuláción objectives and action programs in HR.
3.Register and personal checks for payroll purposes, dealing with holiday
Reports on pay, incentive pay! Is, benefits, recruitment and career selection
5.Informes on charges and sections
management system S HR
The management information system (SIC) is a planned system for collecting, pro ¬ sar, store and disseminate information so that line managers involved can make effective decisions. The management information needs in an organization are wide and varied and require the involvement of HR specialists from the actual line managers and employees
The management information system plays a major role in the performance of managers, in terms of driving ¬ tion of subordinates
Assessment test systems with facts HR
HR specialists should evaluate carefully the value of the information to be included in the system
is to know exactly what needs to be maintained in its current form and what has to be transferred to the system. The computer system increases the value of information for the line manager, to the extent that supplies more easily and quickly
Generally, assessments are based on feedback infor ¬ evils of managers and employees received by the HR staff. Another method of evaluation is to monitor levels of system utilization. Rnonitoreo One type of system is the recording of frequency of use by users and the utility that it provides
There are two measures to assess:
1) The first relates to the reduction of administrative activities costosdisminución
2) The second involves monitoring the effects of system information for decision makers