Design and Deployment of HRIS for an Australian Airline

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Introduction
This paper discuss the design and the deployment of human resource information
system for an Airline working in Australia. It speaks about the trends in technology,
design and planning considerations and software and vendor selection.
What is HRIS (human resource information system)?
This is a software which delivers an integrated repository of worker master
information which human resource management department require for then
completion of major human resource processes.
The HRIS process, manage and store employee data. This data include names,
social security numbers or National IDs, addresses, work permit information or visa
and the data about the dependents. That is to say, an HRIS is a smart database
storing employee data.
Cunningham outlines HRIS typically provided functionalities such as;
- Recruitment and selections
- Time and attendance management
- Occupational health and safety
- Training and development
- Performance review and may also feature
- Employee self-service functions (Cunningham, 2016).
In this task, we will be concentrating on the recruitment and selection function for
the Australian airline.
Karim & Rahman notes that human resource management is running on the basis of
technology functions. In a number of organizations, employees have been seeing
the face of human resource as a portal instead of an individual. This turn of events
in the human resource service delivery is called “e-HR”. This necessitates a
tremendous change in the processes that are now being performed by computing
devices. The e-HR systems frees the HR professionals allowing them to work on the
considered higher-value roles (Karim & Rahman, 2018). Therefore, the need for
technological solutions to our Airline HR issues have constantly been increasing.
Overview of enlistment and selection as a human resource function

Buzkan defines recruitment and selection as the procedure of hiring a best qualified
candidate which can be outside or out of the business for the job opening. This is
done in a judiciously and cost concious way (Buzkan, 2016). The staffing process
involves analyzing job requirements, attraction of the employees to the job,
screening and choosing of those who have applied, and the process of integration of
the new staff in the organization.
Although the activities which are related to the recruitment and hiring are
commonly related to human resource department, it widely depends on every
organization’s structure. The recruitment and hiring function can be divided into
smaller activities and interdependent processes as explained below.
The recruitment process is normally kicked off by the necessity for a new staff or
the conception a new vacancy which requires to be filled. It begins by identification
of what required and then going ahead to outline the whole thing in a
comprehensive and job description in a comprehensive form. Here, coming up with
the candidate’s required skills and future abilities is what is exactly required of the
human resource. This is what will help you attract the properly skilled candidates to
act on the positions’ activities.
Having the occupation description under deliberation, this is the time to go
examining for the appropriate candidate. On the basis of the organization, the
opening can be publicized externally or internally. After the advertisement, the
candidates will start appearing by the submission of their resumes and application
letters.
Before inviting the candidates for interviews the human resource is required to do a
preliminary screening of the applicant CV’s, visit LinkedIn profiles and search for
any other information required in their social media.
Once candidates’ information has been analyzed, it is time to select those that will
be offered a chance for interviews. The first interview can be done over the phone
in order for the human resource to have a feel of the candidate. However, note that
this is not a rule that must be done. The next stage is that the human resource
schedules an interview with the candidates that suits the position.