Personnel Research Techniques & HRIS

Running head: Personnel Research Techniques & HRIS
Personnel Research Techniques & HRIS
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Content
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PERSONNEL RESEARCH TECHNIQUES & HRIS.............................................................3
1.0. INTRODUCTION............................................................................................... 3
1.0.1. Functions of the Human Resource Department in an Organization.............................3
2.1. THE HRIS PROJECT TEAM........................................................................................ 5
The head of department:................................................................................................. 5
Deputy head of human resources department:.......................................................................5
3a. Head of research and development:............................................................................... 6
3b. The head of training sector:........................................................................................ 6
3c. Head of staffing department:....................................................................................... 7
3d. Head of compensation,.............................................................................................. 7
4.0. Data dictionary:................................................................................................... 8
4.1. Advantages of data Dictionary.........................................................................8
4.1.1. The sample data dictionary table 1............................................................8
5.0. REPORT REQUIREMENTS........................................................................................ 9
4.1. Introduction........................................................................................................... 9
6.0. Security requirements for HRIS.................................................................................... 11
7.0 Hardware requirements...................................................................................... 12
7.1. Introduction.................................................................................................... 12
7.1.1. Existing hardware.................................................................................... 12
7.1.3. Required hardware requirements............................................................12
8. The other systems that might be connected to the HRIS.....................................13
6.0. The vendor feature matrix........................................................................................... 14
7.1. References:............................................................................................................. 15
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PERSONNEL RESEARCH TECHNIQUES & HRIS
1.0. INTRODUCTION
Human resource information system (HRIS), commonly referred to as the human resources
management system (HRMS), is a smart program that contains the employee master information used by
the human resources department for effective human resources management (Noe et al., 2017, Kavanagh &
Johnson, (Eds.) 2017, DeCenzo, Robbins & Verhulst,2016). A typical HRIS host employee personal
information such as; official names, national identification number, the national social security details,
international work permit provisions among others. Human resources managers use the information
contained in the HRIS during recruitment, applicant tracking, punctuality and response rate of the
employees, performance evaluation and benefits management.
1.0.1. Functions of the Human Resource Department in an Organization
The functions of the human resource department in an organization are critical in ensuring that the
firm meets the essential requirements of staff management (Stone et al., 2015, Oldeman et al., 2017). The
following are some of the roles of the human resources department;
a. Acts as the custodian of labor laws in the organization: the department monitors the
operations of the firm to ensure that it complies with the labor laws of the country. In this role, the
department ensures that the company adheres to the employment age-limit policies, conducive work
environment and acceptable working hours with the necessary breaks in place.
b. Plays a major role in recruitment and training decisions; hiring new members of the staff is
the primary role of the human resources department. It begins by identification of the open places in the
organization, advertising the positions, interviewing, hiring and orientating the new staff members (David,
Shukla & Gupta, 2015, Al-Dhahri, Al-Sarti & Aziz, 2017).
c. Payroll preparation and benefits management; the human resources department prepares
salary accounts and allocates the befits for each employee in the organization. The human resources staff
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continually appraises and recommends increment in the remuneration for each staff based on the
assessment reports (Gupta et al., 2019). The human resources department in a firm addresses healthcare
benefits as well as welfare issues.
d. Employer-employee advocate: the human resources department plays a mediating role
between the employee and their employer. According to Bryson (2017), the relationship between the junior
staff and the managers is boosted by a strong operational human resources mangers. Employees are always
encouraged to raise issues affecting them with the human resources department.
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