15th April, 2021

Management Information Systems

Assignment on:
Traditional HRM & Human Resource Information Systems (HRIS)

Submitted to:
S.M.Sayem

Lecturer, Business Administration-General,

Faculty of Business Administration, BUP

Submitted by:
Group-4

Quazi Ayesha Tasnim Sneha;ID: 19231001,

Fakhrul Haque Chisty; ID: 19231011

Raad Sohrawardi; ID: 19231021

Rafsan Anis; ID: 19231091

Tasnia Muniyat; ID: 19231097

Department of Business Administration-General, Batch- 2019

 Table of Contents

Contents Page number

Traditional HRM 1

 Purpose 1

 Benefits 1

Human Resource Information Systems 2

 Purpose 2

 SWOT Analysis 2

 Implementing Process 3

 Competitive Advantage 3

 Impacts on Business 4

 HRIS Trends 5

 How HRIS works in an organization 5

Conclusion 6

Reference 7
 Traditional HRM

Traditional HRM speaks to the management of human resources primarily for the benefit of the
organisation. It is a traditional method of managing people so as to undertake organizational activities
or achieve short-term organizational goals. Traditional HR deals with core HR tasks such as
supervising administrative tasks related to hiring and firing and enforcing company policies. It covers
the fundamental activities that businesses must perform in order to grow and remain legally compliant.

Traditional HRM focus on employee relations, to partnership with internal and external groups.
Transformation in nature, in that it helps the people and the organization to adopt, learn and act quickly.
Also, this is a proactive process and consider various time frames in a flexible manner.

Examples of traditional HR management tasks:

● When a department requests that a position be filled, job advertisements are placed.

● Answering concerns about insurance and payroll from workers.

● Ensuring proper steps of hierarchy among the employees.

● Termination and dismissal procedures for workers who are leaving the company.

Purpose

The HR specialist in traditional method works reactively in a conventional position in human resources
management. They do not educate employees about their responsibilities or how their work will be
done; they assume that their managers will go over their work and that the employee will learn on the
job.

In general, they work to resolve employee issues, manage labour relations, and keep their employees
satisfied.

Benefits

Traditional HR department provides employees with training, and development so that they can be
successful in the organization. The advantage of traditional human resources management is that they
can identify your employees' training and development needs to match your business strategy. Your
employees can keep their skills and bring valuable and innovative ideas back to the company by
learning continually. This HR department also focuses on making these employees as efficient as
possible.

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 Human Resource Information Systems

HRIS stands for Human Resources Information System. HRIS is a system that is used to collect and
store data on an organization’s employees. HRIS stores, processes and manages employee data, such
as names, addresses, national IDs or Social Security numbers, and other information. In some ways,
HRIS can be considered a smart database of employee information. The interaction of the data, the
processes that can be performed and the reporting capabilities make the data stored in the system more
accessible and usable.

A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control
them without needing to allocate too many resources toward them. The professionals and entrepreneurs
are realizing the importance of a good HR system. HRIS is one of the key components of the HR
system.

Purpose

HRIS gives faster communication between line manager and individual. The HR related transaction
between line manager and individual will be faster which will save time for more value added and
strategic works.HR communication will be faster. Employees will be a click away from HR.

Swot analysis

Strength Weakness

 Higher Speed of retrieval and processing  Internal control issue

of data.  Human error during information input
 Cost effective  Unauthorized access
 Better analysis leading to more effective  Costly technology to update your
decision making. system.
 Better time Management
Opportunities Threats

 Adds value to the organization  Security issues

 Emerging larger platform  Malfunction
 Measure and compare information
beyond basic metrics.

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The implementing process of HRIS

Implementing HRIS systems is a long and complex process. But, by following HRIS process step by
step an organization can smoothly enter into a more systematic and effective era of HR
management. Here are the steps an organization should follow for a successful HRIS implementation.

1. The search phase-In this phase the specific demands of the different stakeholders inside an
organization are inquired about. Based on the requirements a long list of compatible vendors
and based on initial inquires a short list is created. Then these vendors are invited to create a
proposal and at the end of this phase a compatible provider is selected.
2. The planning and aligning phase-In this phase the organization selects an implementation
partner, creates a steering committee and an implementation team. The steering committee
typically consists of senior delegates from the vendor of the supplier, the HR director from the
company, the internal project manager and preferably a senior user from the business. Within
this phase the implementation team is concerned with day-to-day implementation.
3. The defining and designing phase-In this phase user groups are specified, processes and
workflows are mapped. Here the functional and technical requirements for infrastructure,
system and security are further defined.
4. The configuring and testing phase-In this phase a core testing is created which is then tasked
with testing the system and suggesting improvements. After this a user-acceptance test is
created by bringing in a number of future users to provide final feedback.
5. The training and communication phase- Before the go live moment technical staff need to be
trained, communication plans need to be created.
6. The deployment and sustainability phase-This is the last phase were everyone is well prepared
for go-live. Once all support processes are in place the system can go live and feedback needs
to be constantly collected and training material updated with evolving system.

Competitive Advantages of HRIS

Organizations would get the following competitive advantages by implementing HRIS;

 Enables to get an opportunity to reexamine the way a process is done.

 Makes the employees self-reliant for HR services.
 Helps to communicate and correct the employees immediately while monitoring performance.
 Increases the use of data and gets more answers.
 Online HR services makes the appearance and functionality more attractive.

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Impacts of HRIS on Business

HRIS software helps bring employees of a business on the same page and automates HR tasks making
the human resources department more efficient. How HRIS helps businesses to get improvement and
efficacy are given below-

 It leads to more integrated reporting of employee data, which can lead to efforts that benefit
the company.
 HRIS can perform recurring tasks can be expedited with automation.
 HRIS also improves the ability to reach big candidate pools when it comes to new position
openings.
 This software can apply higher selection standards to applications, speed up the onboarding
process with mobile accessibility and reduces paper often saving costs.
 Up to data distribution is made easier and convenient.
 Company policies and procedures can be sent to all employees simultaneously and
immediately.
 Self-service options creating greater employee engagement
 Open enrollment benefit
 Employee empowerment
 Collaboration throughout organizations improved
 Training capabilities improved
 Optimized scheduling
 Payroll and employee information errors reduced
 Analytics and organizational data making more informed decisions

HRIS software should be generating four primary reports.

 The first reports are people focused reports. These reports show employment anniversaries,
birthdays, performance calendars, benefits eligibility and enrollment, compliance data and
more.
 The second report is work focused, show information on individual work by employees.
 The third primary reports are finance focused reports. These reports show a business’s
financial performance.

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  The final primary reports, the outcomes-focused reports, produce summary data for the
stakeholders and operations team. These reports take employee turnover and cost into
consideration, collect data on current and future talent management and look at the correlation
between productivity and cost.

HRIS Trends
Software as a Service (SAAS)
Traditionally, IT systems such as ERPs have been large, time-consuming and expensive. Now
traditional software development models are replaced by “on demand” software in which the customer
pays only for the HR parts and programs of the software that are needed and also saves money over
purchasing entire integrated systems. With significant drops in the price of computer processing power
and with innovative delivery options, such as Software as a Service(SAAS) or Application Service
Provider’s (ASP’s) model, HRIS technologies are now within the reach of small to medium enterprises
(SMEs), which are the largest customers for new HRIS packages.
Service-Oriented Architecture (SOA)
The technological evolution had witnessed a major problem of frustration associated with frequent
system upgrade cycles. SOA may be a solution as it converts monolithic and static systems into
modular and flexible components. The big change in enterprise software that will impact everything
from financials to HR is standard-based service oriented software (SOA). SOA offers several
advantages to end users, who can change the business process when needed and purchase or develop
only those applications that are in the new processes. Thus under SOA, the business process dictates
the IT system to be used and not the other way around. Oracle Fusion and SAP NetWeaver, the two
strategies adopted by Oracle and SAP around SOA, will play an important role in how HRIS
technology evolves in the future.
Enterprise Portals
It is the general term used to refer to the ways in which individuals can interact with each other. They
can be information portals, collaboration portals, expertise and knowledge portals, operation portals
or a combination of all these. Within an HRIS, employee and manager self-service portals are powerful
examples of the potential use of such portals.
How HRIS works in an organization
Recruiting:
HRIS facilitates advertising on the organization’s web sites or through other job-search websites, such
as BDjobs.com, that aid HR managers in amassing a large number of applicants.
Employee selection:
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HRIS enables computerized job analysis systems that can reduce time consumption and effort required
in developing job descriptions. These systems can be utilized in job evaluation and rankings that are
connected with pay structures. In addition, job specifications for each job can be developed, which can
enhance recruiting, selection, training and other HR functions. Blending the administrative
convenience of paper and pencil with the power of computerization, one of the new approaches is the
Common-Metric Questionnaire (CMQ). The CMQ system consists of a computer scannable document
that is fed into computer-based scoring and is thereby able to report thousands of pieces of information
about any Job.
Training and development: HRIS offers great opportunities in conveying particular information
needed to both employees and employers. Automated technologies require more technically trained
employees who act as trouble-shooters to repair, adjust or improve existing processes. Consequently,
organizations have been able to reduce and, in some cases, eliminate, layers of management and move
toward flatter organization structures with fewer levels in the hierarchy. At the same time, because
these technical workers have advanced training, the power bases in many organizations have been
rearranged from management to technical workers.
Benefits programmes:
HRIS enables major cost savings in benefits administration and makes it easy and inexpensive to adapt
to individual needs. Descriptions of and advertisements for a variety of benefits software programmes
are readily found in various HR journals. Software programmes represent a cost-effective way to
manage employee benefits programmes where employers lack the resources or expertise to manage
such Programmes.
Ethics and employee rights:
The emergence of various surveillance software programmes resulted in many ethical quandaries and
employers are being questioned about what they should and should not be able to do when monitoring
their employees. Decision makers usually believe that they must monitor their employees’ electronic
devices to save the organization’s resources, to make the employees more productive and to protect
the organization from illegal practices or legal lawsuits. HRIS helps them achieve this target.

Conclusion
Driven by significant internal and external forces, HRIS has evolved from largely a maintenance
function to a source of sustainable competitive advantage for organizations. HRIS has become a key
vehicle for developing and improving organizational effectiveness.

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 Reference

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https://bizfluent.com/facts-7263959-organizational-structure-personnel-management.html

6. Khairnar, S. D. (n.d.). “HUMAN RESOURCE INFORMATION SYSTEM-BASICS & RECENT

TRENDS.” In IOSR Journal of Business and Management. Retrieved April 14, 2021, from
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Organizations. SIU Journal of Management, 4(1).

8. Purpose, Scope & Benefits of HRIS. (n.d.). Retrieved April 14, 2021, from
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