The HRIS can be accessed in a number of ways (usually require a username and password),
via:
• Intranet, using Web-based methods by operating purely within one organisation
• Extranets, encompassing two or more organisations also via the Web
• Portals, offering links to internal information and services but also accessing the
World Wide Web through the internet
• Applications (apps) on tablets or smartphones
Electronic human recourse management (E-HRM) reflects a philosophy for the delivery of
HR; it uses information technology as the central component of delivering efficient and
effective HR services.
2.1 HR and the Internet
Internet – a global collection of independently operating, but interconnected, computers
that provide a variety of information and communication facilities.
The information most useful for HR managers on the Internet can be classified into two
broad categories: 1. Conversational resources and 2. Reference resources.
Conversational resources allows users to have conversations with individuals anywhere in
the world. Reference resources has two types; 1. The World Wide Web and 2. Gopher.
2.1.1 HR intranet applications
Intranet – an organisational network that serves as an information hub for the entire
organisation.
Possible HR uses of the intranet include providing leave status information, managing
succession planning, providing electronic payslips and distributing an electronic handbook.
Self-service – a system in which employees have online access to information about HR
issues.
2.1.2 HR extranet applications
Extranet – an internet-linked network that allows employees access to information provided
by external entities.
,2.1.3 HR portal applications
HR portal – usually hosted on a company’s intranet, it provides employees with a single
access point or ‘gateway’ to all HR-related information.
2.2 Human Resource Information Systems (HRISs)
Human Resource Information Systems (HRISs) – an electronic system used to acquire,
store, manipulate, analyse, retrieve and distribute information regarding an organisation’s
human resources.
Along with IT-provided infrastructures, it also supplies the support for HR, enabling reports,
metrics and information to be available to those who need them.
2.2.1 The nature of an HRIS
The HRIS is usually part of the organisation’s larger management information systems (MIS),
which includes, among others, the marketing, production, financial and accounting
functions.
The various parts that comprise the functioning of an organisation includes the HR
management system, which comprises the HRIS, the strategic management system, the
external environment and the goals of the organisation.
The HRIS is based on an open systems model involving three main activities – inputs,
transformation and outputs.
The system usually has form of control to monitor its functioning. This control is achieved
through feedback.
The inputs of the system normally consist of employee information, company policies and
procedures. The transformation portion of the system is associated with the actual
computer. The output of the system is the use of the newly processed material.
Figure: Functional components of an HRIS:
, Figure: Model of an organisation system centred on HRIS:
2.3 Benefits of an HRIS
• Improves the quality of information
• Reduces the administrative burden
• Improves the speed and accessibility of information
• Improves the flexibility of information
• Increases competitiveness
• Produces a greater number and variety of accurate, real-time, HR-related reports
• Improves the services to employees and employee satisfaction
• Produces HR metrics
• Re-engineers HR processes and functions
• Shifts the focus of HR from transaction processing to strategy HRM
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