A Human Resources Information System (HRIS)

Paper Summary:

This paper explains that Riordan Manufacturing's current human resources information system (HRIS), which was implemented in the early 1990s, needs to be improved by adding a set of interrelated components working together to collect, process and store information to support HR decision making, coordination and control. The paper then discusses the three objects of the new HRIS and relates its functionalities and its six major modules.

Table of Contents:
The Human Resources Administration Module
The Training and Career Development Module
The Time and Attendance Monitoring Module
The Payroll Management Module
The Medical Services Management
The Online Inquiry Module

From the Paper:

"The implementation of business information systems then should be done in a structured and through review and analysis process to ensure that the new HRIS will indeed serve the needs of the company. In this regard, an HR business process review and business mapping must be made to marry these processes with HR automation. Riordan Manufacturing's HRIS needs will be a total package that will meet all the HR functionalities that could be used by employees, managers and decision makers alike."

Sample of Sources Used:

• Donaldson, Craig. (2006, Oct. 23). "HRIS: helping HR." Human Resources Magazine. [Online] Retrieve July 15, 2008 from the Website: http://www.gridpay.com.au/pdf/HRIS%20helping%20Payroll%20&%20HR.pdf.
• Jayasundara, Sampath. (2003, Nov. 4). HRIS: The strategic value. [Online] Retrieve July 15, 2008 from the Website: http://www.hsenid.com/download/EH_HRIS-Note.pdf.
• Read Business Information. (2008, Feb. 4). "Making HRIS deliver for your business." Human Resources. [Online] Retrieve July 15, 2008 from the Website: http://www.humanresourcesmagazine.com.au/articles/72/0C053772.asp?Type=60&Category=879

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