Detailed Analysis: The Role of HRIS in Talent Analytics

This essay delves into the crucial role of the Human Resource Information System (HRIS) in talent analytics, emphasizing its significance in modern organizations. The essay begins by defining HRIS as a centralized employee data repository, essential for managing various HR processes. It highlights the benefits of HRIS implementation, particularly in data security and privacy, and its utility in tracking employee information, attendance, and administrative tasks. The essay then explores how HRIS supports key HR functions, including talent acquisition and recruitment, by providing access to employee data and facilitating skills assessment. Furthermore, it outlines the steps involved in talent analytics, such as understanding organizational goals, identifying key metrics, collecting and analyzing data, and communicating findings. The essay concludes by underscoring the importance of HRIS in enhancing talent analytics procedures, ultimately enabling organizations to make data-driven decisions for effective workforce management and strategic planning. The essay also provides a list of references to support the claims made in the assignment.

Running head: ROLE OF HRIS IN TALENT ANALYTICS
ROLE OF HRIS IN TALENT ANALYTICS
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1ROLE OF HRIS IN TALENT ANALYTICS
The significant concept of the Human Resource Information System is represented as
the important software, which tends to provide a single centralized employee repository
regarding the master data within the human resource group. This adheres the overall
processes associated with the human resource processes. The significant information system
of a human resource may be stated to store the overall processes and management of the data
of the employees. This includes the name, address, visa information, national ID and many
information that is more relevant associated with the people of the human resources
(Kavanagh & Johnson, 2017). The significant benefits that are associated with the overall
implementation of the information system is depicted to be very beneficial in accordance to
the fact that the human resource department maintains the overall data associated with the
employees present within the overall organization. The significant feature that is focused
while implementing the Information system within the Human Resource Department is in the
perspective of the fact of the data security and its privacy of the information that persists
within the employees. This software will be very useful for every organization to keep a track
of the overall data of the employees and the manager. Thus, it will be said as an effective
methodology used by the organization for the successful maintenance of the organizational
details as per the sector of the organization.
The Human Resource department of an organization is set to emphasize on the
various and diverse qualities of the employees associated with the organization (Sousa,
2018). The significant purposes that are analysed by the information systems of the human
resources team within an organization is depicted in the below stated parts of the essay.
The significant importance that is firstly depicted with the implementation of the
information systems is depicted as the overall master management of the overall data present
within the organization (Subramanian, 2017). This signifies the importance of the data or the
information of the employees and the managers associated with the organization. This is

2ROLE OF HRIS IN TALENT ANALYTICS
suggested to be an enhanced tool for the entire organization in which the human resource
information systems is applied.
The next significant area that is depicted as an important sector in the field of the
implementation of the information system within an organization is the management of the
overall organization. The process and the procedures that are associated with the overall
projects within an organization, significantly uses the human resource information systems
for the effective storage and analysis of the data or information.
In addition to this, the overall management of the data associated with the self-
services that pursues in an organization is carried out effectively. These self-services may
include the fact of the employees as well as the manager associated with the organization
(Boudreau & Cascio, 2017). This will help the significant management of the organization to
access the services availed by the manager and the employees thus adhering the overall
benefits in respect to the talent of the associated employees within the particular organization.
The human resource information system also depicts the overall attendance that is
adhered by the employees and also the leaders associated with the organization. This helps to
keep a clear track of the employees associated with the organization for their working days in
respect to the days they are absent (Edwards, 2018). This will justify the overall significant
days that the employees has put their efficiency in regards to the work or project carried out
by them.
The information systems also clearly depicts the usage of the potential benefits that
the organization may face for carrying out the administrative works within the environment
of the organization (Cronemberger & Tao, 2017). This is one of the significant values that are
highlighted in respect to the usage of the human resources information system for carrying
out the analysis of the overall talents present within the employees of the organization. This

3ROLE OF HRIS IN TALENT ANALYTICS
will help the administration to work smoothly in addition to the overall perspectives of the
organization.
As in the previous stage it is depicted that the organization will be benefitted by the
administrative works that are carried out by the employees of the organization it can be well
analysed that the overall workflow of the overall organization will be handle in a smooth
manner for its significant execution (King, 2016). This workflow may include the overall
processes and the procedures that are carried out for the smooth execution of the associated
project. This information system mainly keeps an enhanced track of the particular employee’s
working patterns as well as the area of their expertise.
The most significant part that is associated with the human resource department is
adhered as the talent acquisition procedure or the recruitment procedure. This procedure is
carried out by the human resource department for the selection and the recruitment of the
talented as well as skilled employees, which tend to achieve the overall goals as set by the
organization (Kremer, 2018). This is one of the important procedure significantly followed by
most of the human resource department of significant organizations, thus maximizing their
talented skilled employees in various domains. The information systems helps this procedure
to be enhanced as they may stores and provide significant access to the data or the
information of both the selected employees. The employees that are to be hired within the
organization. This information system may also provide an equal emphasis of the skills as
well as the training modules that may help the organization to increase their ability to pursue
the overall projects that persists in the different domains.
Moreover, it can be depicted that the talent analytics that is being mainly focused by
the information systems of the human resource management teams is stated to be the fact that
this information system will adhere the overall constraints present within a significant

4ROLE OF HRIS IN TALENT ANALYTICS
organization (Khan & Tang, 2016). The information system also tends to put a significant
focus on the workforce of the employees as well as the managers associated with the
organization.
The significant analytics procedure that are adhered by a human resource
management team of a particular organization is depicted in this following part. The first step
that the information system should adhere is stated to be the appropriate understanding of the
particular organization’s goals in respect to their relevant field of business (Sharma &
Bhatnagar, 2017). This will help the human resource team to significantly identify the skills
and the knowledge that will be required in the upcoming recruitment of the employees. The
trainings that are to be provided to the existing employees for better performance (Blair,
2016). The second significant procedure that is analysed by the information system is
depicted as the identification of the significant metrics that should be focused for the
achievement of the significant goals as stated by the organization. The third significant
procedure is stated to be the fact of the effective collection as well as analysis of the relevant
data that is stored within the information system, which further tends to provide a smooth
execution to the overall procedures that persists within the organization. This is the most
important procedure as this deals with the effective data as well as information of the
employees associated with the particular organisations (Lunsford, 2019). The fourth step is
depicted as the achievement of the significant critical assessment of the overall collected data
that are stored in this system. This will provide a clear insight to the overall skills and
knowledge that are present within the employees and the manager within the organization.
The overall employees as well as the managers for the significance of the organization depict
the last step that is significantly adhered by the organization as the communication that is to
be carried out. This will help the organization to effectively perform the overall procedures
associated with the organization.

5ROLE OF HRIS IN TALENT ANALYTICS
Thus it can be said that the overall talent analytics as adhered by an organization’s
human resource team. This information system is thus set to put an emphasis on the overall
talent acquisition procedure of the selected organization. This will help the organization to
carry out their overall significant procedures within the bounds of the organization. Hence it
can be depicted that the human resource information system is significant for pursuing the
talent analytics procedures of the overall employees and the managers associated with the
selected organization.

6ROLE OF HRIS IN TALENT ANALYTICS
References
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems:
Basics, applications, and future directions. Sage Publications.
Subramanian, K. R. (2017). Analytical skills–The wake up call for human resource.
International Journal of Engineering and Management Research, 7(1), 14-19.
Khan, S. A., & Tang, J. (2016). The paradox of human resource analytics: being mindful of
employees. Journal of General Management, 42(2), 57-66.
Kremer, K. (2018). HR analytics and its moderating factors. Vezetéstudomány-Budapest
Management Review, 49(11), 62-68.
Blair, A. (2016). Workforce Analytics: Data-Driven Human Capital Management. The
Handbook of Federal Government Leadership and Administration: Transforming,
Performing, and Innovating in a Complex World, 277.
Lunsford, D. L. (2019). An Output Model for Human Resource Development Analytics.
Performance Improvement Quarterly, 32(1), 13-35.
Marler, J. H., Cronemberger, F., & Tao, C. (2017). HR Analytics: Here to Stay or Short
Lived Management Fashion?. In Electronic HRM in the Smart Era (pp. 59-85).
Emerald Publishing Limited.
Boudreau, J., & Cascio, W. (2017). Human capital analytics: why are we not there?. Journal
of Organizational Effectiveness: People and Performance, 4(2), 119-126.
King, K. G. (2016). Data analytics in human resources: A case study and critical review.
Human Resource Development Review, 15(4), 487-495.

7ROLE OF HRIS IN TALENT ANALYTICS
Sharma, A., & Bhatnagar, J. (2017). Talent Analytics: A Strategic Tool for Talent
Management Outcomes. Indian Journal of Industrial Relations, 52(3).
Edwards, M. R. (2018). HR metrics and analytics. In e-HRM (pp. 109-125). Routledge.
Sousa, M. J. (2018, October). HR Analytics Models for Effective Decision-Making. In
ECMLG 2018 14th European Conference on Management, Leadership and
Governance (p. 256). Academic Conferences and publishing limited.