Knowledge Capture on HR Information System

This document discusses the concepts of technology trust, data and information, and system consideration in the design of Human Resource Information Systems (HRIS). It explores the importance of technology trust in HRIS implementation success, the role of data and information in HRIS, and the considerations for designing an efficient HRIS. The document also highlights real-life examples and their applications in organizational structures.

Running head: KNOWLEDGE CAPTURE ON HR INFORMATION SYSTEM
KNOWLEDGE CAPTURE ON HR INFORMATION SYSTEM
Name of the student
Name of the University
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Introduction
Human Resource Information System or HRIS combines the processes and systems
for managing human resources, data and business processes efficiently (Kavanagh &
Johnson, 2017). The systems used for HRIS facilitates the functioning of human resources
processes such as managing employee data, payrolls, administration, recruitment procedures
and the like. In the course, I learnt various concepts and aspects related to HRIS, which are
essential in the successful operation of organization. In this Learning Journal, I will discuss
certain concepts about HRIS and how this learning can be applied in the HRMT program and
in the industry.
Discussion
This journal will focus on the concepts of technology trust in the implementation of
HRIS success, data and information and the consideration of systems in the design of Human
Resource Information System.
Technology trust and HRIS implementation success
Technological factors, like software and design, play an important role in determining
the success of a Human Resource Information System (Stone, Deadrick, Lukaszewski &
Johnson, 2015). There are several aspects of ensuring successful implementation of HRIS,
including organizational, technological and user determinants. However, technology trust
forms the basis to ensure such success. The technological determinants include the methods
of adopting the technology and its utility. Trust in the technology adopted for HRIS requires
internal assessment of its proper functioning. For example, if the users are satisfied and
comfortable with the technology adopted, it will help in building a trust towards the human
resource information system, thereby resulting in an improvement in their job performance
(Lankton, McKnight & Thatcher, 2014). The automobile manufacturer, Nissan implemented

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HRIS in their organizational scope, where the technology used helped in facilitating
administrative and payment tasks (Furusawa, 2014). This proved to be successful as the
employees trusted in the HRIS.
An analysis of this concept helped me to understand the importance of technology
trust in HRIS. For example, if any firm introduces a new information software system to
maintain employee records like their hiring details and payroll, I can infer that the
acceptability of the employees and efficiency of this new system will depend on their trust in
the technology.
Data and Information
One of the components of Human Resource Information Systems is data and its
management. While data refers to the facts, information refers to the interpretation of those
facts. It is the role of the HRIS to collect and effectively manage the data in order to interpret
it and provide useful information to the organization. The information thus gathered helps the
organization in formulating business decisions and determines its scope and capabilities. Data
management is an important aspect of HRIS, and involves the careful and systematic
processing of various keys and attributes (Jahan, 2014). There are several factors that ensure
the efficiency of data management. These include controlling of the data processes,
determining the requirements of the data to formulate business strategies, management of
master and meta-data, and ensuring the security of the data collected (Nagendra &
Deshpande, 2014). For example, a multinational food and beverage company, Coca-Cola
manages its links with the suppliers and controls its distribution channels through an efficient
system of data collection and management. This helps them to reduce losses incurred due to
storage or safety problems of these food products.

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From the research and learning about the role of data in human resource information
system, I came to know that most of the organizational strategies of a business firm is
formulated on the basis of collected data and its management. For example, if the information
system manages data regarding the hiring processes of employees in an organization, the
information thus received will help in determining their payroll. This in turn will help the
organization to plan payment structures and other organizational strategies.
System consideration in HRIS design
The design of the human resource information system is of paramount importance, as
it ensures the efficiency of the system when it is implemented in an organization. The
profitability of a newly installed software in the HRIS can be measured only after following
certain parameters in its design. For example, in an educational organization CLearn, the
HRIS is designed to efficiently track the progress of each student as well as employee
(Chugh, 2014). Another important step to be taken care of is the planning of a process of
implementation of the new HRIS. For example, if a multinational organization undertakes the
process of recruitment for new employees, the HRIS system should be planned in a way so
that it can collect and process the data of every applicant efficiently. The system
considerations in HRIS also include factors relating to technical and operational efficiency
(Sanjeev & Makkar, 2014). For example, if a company installs an HRIS that is too
complicated for the employees, it would result in operational hindrances.
Through an analysis of system considerations in designing HRIS, I came to know
that the designing of new system is a lengthy and complicated process involving several
steps. All these steps must be followed by the organization to ensure an efficiency in its
operation. Furthermore, I also deduced that designing of an HRIS also calls for change
management so that the employees and organization can be accustomed to the new system.
For example, a Brisbane-based airline company introduced a new biometric technology to

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manage information about attendance of the employees. Its designing has involved a change
management process to make the employees accommodate to the new face recognition
system.
Conclusion
Knowing about the concepts related to Human Resource Information Systems has
been a learning experience for me. It is so because it gave me an understanding about the
importance of managing data through systems that help in formulating important business
strategies. HRIS also plays an important role in determining the job performance of the users
as it helps in maintain records about their operations. Though the concepts were new to me at
the beginning, knowing more about them gave me an insight about how they are useful in the
understanding of human resource management and how they are applicable real life
organizational structures.

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References
Chugh, R. (2014). Role of Human Resource Information Systems in an educational
organization. Journal of Advanced Management Science Vol, 2(2).
Furusawa, M. (2014). Global talent management in Japanese multinational companies: the
case of Nissan Motor Company. In Global Talent Management (pp. 159-170).
Springer, Cham.
Jahan, S. S. (2014). Human resources information system (HRIS): a theoretical
perspective. Journal of Human Resource and Sustainability Studies, 2(02), 33.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems:
Basics, applications, and future directions. Sage Publications.
Lankton, N., McKnight, D. H., & Thatcher, J. B. (2014). Incorporating trust-in-technology
into Expectation Disconfirmation Theory. The Journal of Strategic Information
Systems, 23(2), 128-145.
Nagendra, A., & Deshpande, M. (2014). Human Resource Information Systems (HRIS) in
HR planning and development in mid to large sized organizations. Procedia-Social
and Behavioral Sciences, 133, 61-67.
Sanjeev, R., & Makkar, D. (2014). Determining employees’ perception through effective
HRIS: An empirical study. Journal of Strategic Human Resource Management, 3(3).
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource
Management Review, 25(2), 216-231.

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