Human Resource Information System
Management is the process of getting things done through people in an effective and efficient manner. It covers a wide area in the organizations. There are several areas of management that make up the whole process of management to function which include planning, controlling, organizing, staffing and directing. The five areas make up the hierarchy of management. These processes should be followed in a systematic manner to make work to the best need of management. Management is governed by many principles that make up the whole process of management. They are whole universal in the world and applied in every area of business and operation (Pynes, 2008). This principles are; division of work, authority, unity of command, discipline, unity of direction, remuneration, scalar chain, subordination of individual interest over general interest, centralization, order, equity, stability of tenure of personnel, initiative and Esprit de corps. These principles act as the guidelines to the management concepts.
For human resource management to be effectives they should embrace the use of human resource information system which will act a system to monitor and manage employees and all the operation that take place in the department of human resource. The embrace of information system in department makes the organizations becomes integrative communication centers. By linking computers, telephones and fax machine managers can get information quickly. Information managers can formulate plans, make faster decisions, define the job clearly that workers need to do and monitor work activities. In the absence of human resource information system, human resource manager may not in a position to deliver his duties in time. This is based in the fact that using a manual way to manage resource requires a lot of time and human factor to oversee all the activities in the organizations. It is also cost full to manage an organization in a manual way, security of information also is paramount to any institution and due date on deliverables.
Human resource is the management of manpower and personnel in the organization. Applying this kind management is crucial to any company in a manner that all companies or business enterprises rely heavily on manpower for its production and growth. There far much more advantages when this kind of management exist in a business environment compared to the absent of manpower management (Pynes, 2008). By managing manpower there is; clear communication in the organization, monitoring of work performance, assigning correct manpower to the right task, remuneration, staffing and coordination within the entire organization in the aim of achieving the objectives and goals that are laid.
The process of integrating a business’s operations and approaches across the world with a wide range of culture, ideas and product are the major areas that human resource managers engage in the organization. Human resource managers must be concerned with effects of workforce diversity, legal restrictions and independence between training and professional development in an organization (Kovach, & Cathcart, 2009). The five major functions of human resource managers globally are vital concept to operational strategy of any business. The main major functions of human resource manager include training of personnel, recruitment of personnel benefits of compensation, professional development and ensuring legal compliance. Professional development is major functions that every human resource manager should concentrate on. This is because, when professional are trained the production in the organization increases being the backbone of every organization.
Any organization that invests in human resource information system has greater benefits compared with an organization using a manual way to manage the manpower. Advantages of having human resource information system include; integration of communication, easy human resource management, eases of monitoring and evaluating job performance and ease of allocating of resources in the organization (Arthur, 2014).
Arthur, J. B. (2014). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670-687.
Kovach, K. A., & Cathcart Jr, C. E. (2009). Human resource information systems (HRIS): Providing business with rapid data access, information exchange and strategic advantage. Public Personnel Management, 28(2), 275-282.
Pynes, J. E. (2008). Human resources management for public and nonprofit organizations: A strategic approach (Vol. 30). John Wiley & Sons.