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In this chapter, I’ve been explored about the HRIS model that explained by our lecturer Dr. Nur Naha. The HRIS model consists of 3 sets of components that are Input subsystems, HRIS Database and Output Subsystems. The input subsystems are the standard combination of data processing, research, and intelligence. Mostly, the database is located in computer storage. The HRIS users usually receive their output in the form of periodic reports and responses to database quires.
HRIS model provide businesses with a means by which they can keep track of their human resources needs, and fulfil those needs in a cost- and time-efficient manner. HRIS systems are, in essence, large databases. These databases will store basic employee information (such as personal details, company role, salary etc), as well as information regarding benefits administration, payroll and an almost limitless range of other aspects of human resources.
Based on literature review, there are seven primary components of the HRIS model. These components are strategic integration, personnel development, communication and integration, records and compliance, HR analysis, knowledge management, and forecasting and planning. Furthermore, these seven factors are integrated and linked to organizational outcomes through the influence of strategic organizational vision. Previous robust theoretical and practical research also supports selection of these attributes (Cascio, 1998; Robbins, 1998). [1]Each of these components serve a pivotal role in a fully functioning HRIS. Strategic integration gives high level decision makers the information that is necessary to make long range plans about organizational operations, as well as providing a feedback loop to integrate HR planning with strategic development. Without these information exchanges, managers would not be able to include expected personnel factors in their decision making processes. [2]
Web Based Employee Self-Service (ESS)
Employee Self Service (ESS) is a combination of technology and organizational change that enables users to interact directly with their human resource data to inquire, review and act upon transactions in the workplace (Anheier and Doherty (2000)). This human resource technology is known as employee self service, manager self service, or employee direct-access systems. ESS promises a "paperless" office, streamlined business processes, and the elimination of "administrivia" for human resource staff because employees and managers conduct basic transactions via computer that were formerly completed on paper forms and then processed by HR staff. According to The Hunter Group 2000 Human Resources Self Service Survey, the leading applications for employee, manager, and strategic self service in use today are:[3]
Employee Self Service Applications | Manager Self Service Applications | Strategic Self Service Applications |
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(475 words)
Reference:
http://searchcrm.techtarget.com/definition/Web-self-service
http://www.hrrevolution.com/Articles/ESS/
[1] Cascio, Wayne F. (1998) Managing human resources: Productivity, quality of work life, http://www.allbusiness.com/human-resources/691895-1.html#ixzz1ggTqfpS4
[2] "HR Express" - an ESS Case Study at Southern California Edison, Christine De Natale, IHRIM.Link, August/September 2000. http://www.hrrevolution.com/Articles/ESS/
[3] http://www.hrrevolution.com/Articles/ESS/
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