Proposal For Applying Hris in Organization
Proposal For Applying Hris in Organization
Proposal For Applying Hris in Organization
1.0 INTRODUCTION
In the field of management, it is explained that one of the elements in the organization
and effectively. Shiri (2012) concluded that through good human resource management will
be managed regarding human resources raises the problem of high levels of complexity.
These problems will be difficult to solve with traditional human resource information
information can be solved with the help of computer-based human resources information
systems.
System (HRIS). Human resource management carried out in selected organizations where
human resource management is still not optimal. So that the implementation of Human
Resource Information System (HRIS) will be done to optimize the management of Human
At that age the world is increasingly chasing information. Having information makes
an individual more advanced and competitive. Similarly in the organization, with the
information system allows the organization to get accurate and up-to-date information. In the
Information System (HRIS) is an online solution system to enter data and information. It is
therefore appropriate that large organizations need to have a Human Resource Information
System or HRIS.
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Human Resource Information System (HRIS) is a form of meeting between the field
of human resource knowledge and information technology. The system also incorporates a
Information systems have three important activities, known as input, processing and
output. All three activities serve to generate the information needed to control operations,
make decisions to analyze problems and create new products or services. While entry is the
collection of original data obtained from within and outside the organization. Then
processing is the process of converting data into a more meaningful form. The output is the
transmission of information that has been processed to humans or activities where this
information will be used. Information systems also require feedback where output will be
sent back to specific members of the organization to help them evaluate and make corrections
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2.0 COMPARISON BETWEEN ORGANIZATION WITH HRIS AND WITHOUT
HRIS
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3.0 HUMAN RESOURCES MANAGEMENT INFORMATION SYSTEM (HRMIS)
Established on 18 January 2013 Inqaz Travel Tour Sdn Bhd is a wholly owned
Bumiputera Muslim company that has obtained a full License (outbound, and
ticketing) from the Ministry of Tourism Malaysia in 2016 to carry out tourism
reasonable price comfortably meet the needs of customers with exclusive added value
Apart from that, every package purchased from Inqaz Travel Tour will be
donated to certain charitable bodies so that customers get more benefits not only in
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3.2 HRIS in Organization
information from the HRM database that can be analyzed comprehensively and in
This web-based HRIS application enables internet access from any location
around the world subject to higher level verification. The system operates using an
the daily affairs of consumers will be easier and more organized. Performance
performance management can provide the relationship between employees with the
planning or action work of the organization through the Annual Work Targets made at
the beginning of each year. It also acts as feedback on individual targets and
There are several examples of HRIS system in Malaysia that can be used by
EnterpriseAxis
HRM Labs
OptimumHRIS
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The Comparison Between HRIS
Compliance Reduce your risk during Comply with the Automate your Provides speed,
audits and Department up-to-date Performance convenience, ease
of Labor claims. No government Management with of access and
need to pay fines or regulations and help built-in updating, as well as
settlements when our you to reduce the notifications and integrating the
system helps you time spent and live 1:1 reviews. resources of the
automate the eliminate the hassle Manage your On- resources owned
compliance process. on data because Boarding/Off-
employee data will Boarding surveys
be filled too!
automatically.
Security and Secure Secure Secure Secure
Reliability
System The EnterpriseAxis® Having headache to Easily manage your Offers a standalone
approach for sharing use so many workforce with our eHR application
information and driving different system, centralized HRIS! solution and is
business results is the but we centralize Review employee capable of
way of the future. into one system: records, important integrating with any
Employee self-service HR Management, files, and have third party HR
provides access to pay Attendance, and access all of your Systems by
stubs, W-2s, Payroll. applications in one complementing
reimbursements, allows location! each other based on
for benefits changes, the applications’
information updates, functionality
and submission of offerings.
comments and
suggestions.
EnterpriseAxis® allows
you to effectively
manage an international
workforce from any
location with internet
connectivity.
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HR Systems & Consulting Sdn Bhd (HRSC) is a Malaysian consulting firm
Human Capital Management. HRSC sets out to position itself as a Human Resource
and is capable of integrating with any third party HR Systems by complementing each
With its Decision Flow, the eP2P Application offers approval process via the
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application, grievances handling, appraisal and decision process, etc. This is because
of each and every employee is equipped with system authorization to access to these
‘control’ information and activities. This greatly reduces the need for ‘pen and paper’
activities.
complete Employee Administration module. The module provides the best user
interface for ease of use, yet is able to dynamically link personal information to other
The Compensation & Benefits module has powerful and flexible functions that
enable companies to create, manage, and tailor every kind of benefits plans. It carries
eClaims and eMedical as its Self Service components that give employees real-time
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access to their own data and more autonomy in compensation and benefits matters.
Employees can use Self Service modules to view their current benefits data directly
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To automate human resource management operational processes.
and circulars.
To provide an open and flexible system which will fulfill and improve the
of agencies.
3.6 Target
The goals to be achieved from this HRIS application creation activities are:
owned.
Database
System
employee.
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HR Base Application – This component is meant for
built-in workflow.
Security
o User authentication - Each user has their own password so that only
o Privilege User - For the sake of security and sharing of authority for
Network
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3.8 Scopes of Activities
Planning Stage
developed to then understand the problems that arise and defining them in
done.
Planning Level
By understanding the previous system and the system criteria to be built, the
Job Execution
accordance with the results of the assessment needs of the user and the
Implementation
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System implementation can be done if the system developed has been in
accordance with the user's needs plan and is free of bugs. Further
Evaluation
Performed application testing (system) that has been compiled. This test
Therefore, it is appropriate that the organization needs to select the Human Resource
Information System and adapt it to meet the needs and wants of the organization.
With the right HRIS system, Human Resource staff requires employees to do
their own up-to-date information to benefit from changes in address and status, thus
freeing HR staff to perform more strategic functions. In addition, the data needed for
organization. Managers can access the information they need legally and effectively
to produce a complete and up-to-date report. Finally, it can be concluded that with the
the Department of Human Resources to obtain all information about employees. With
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the Human Resource Information System we do not have to bother using forms to
submit information.
7. Property declaration
8. Help
i) Avoid the high cost of traditional software by allowing modular purchase i.e.
investing only on modules that fulfill present requirements while assuring that the
application is able to cater for the future when the needs arise (scalable).
ii) By assigning user access to each and every employee, the eP2P Application
allows them o transact own and subordinate administrative activities via the
Intranet or Internet.
iii) The eP2P Application empowers users to perform individual administrative tasks
iv) With Decision Flow, the eP2P Application automates decision making process by
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v) The eP2P Application requires only web browser and internet connection for each
vi) The full-suite of the eP2P Application is able to reduce your HR administrative
vii) The eP2P Application offers user friendly features and ease of use.
xi) It is easily customizable to meet any specific HR needs and business requirements
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5.0 CONCLUSION
this organization is a method that uses the online system. In the system has all the
information.
With this Human Resource Information System, we do not have to bother using forms
to submit information. For example leave, we just need to go to the system and apply for
leave online. This saves more time and paper. It is easier and practical. When using the form,
it is quite difficult because the processing of using the form takes a long time to get approval
from the superiors, compared to just using the system, the superiors only need to approve the
application through the system and no need to use the form and the risk of missing forms is
With the availability of existing raw data such as personal information, all of it will be
put into the system, and analyzed and used to process the information.
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REFERENCES
Abdul Manaf Bohari (2006). Computer Systems In Business Management. Pearson Prentice
Hall.
E.W.T. Ngai and F.K.T. Wat (2006). Human Resource Information Systems.
Ibrahim Mamat | Zaiton Hassan (2008). Human Resource Management, Human Capital
Kenneth C. Laudon and Jane P. Laudon (2002) Information System Management. Prentice
Hall, pp 5.
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