Knowledge Capture on HR Information System

Running head: KNOWLEDGE CAPTURE ON HR INFORMATION SYSTEM
KNOWLEDGE CAPTURE ON HR INFORMATION SYSTEM
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1KNOWLEDGE CAPTURE ON HR INFORMATION SYSTEM
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

2KNOWLEDGE CAPTURE ON HR INFORMATION SYSTEM
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.