Human Resource Management

Name: Fatima Fayyaz

Roll no: 12-Bs-R-48

Topic: HRIS and HPWS

Date: 13/8/2014

Submitted to: Ms. Madiha Malik

Human Resource Information System

A human resource information system (HRIS) is defined as a
computer based application for assembling and processing data
related to the human resource management function. HRIS
consists of a database, which contains one or more files in which
the data relevant to the data relevant to the system are
maintained. The hires thus contain tools to input new data, and
edit existing data.

Specific benefits of such systems include:

Improved planning and program

development using decision support software. Faster

Information processing and improved response times.
Decreased administrative and HR costs
Accuracy of information
Enhanced Communication at all levels.

Not all systems fulfill all these requirements, nor is such a complet
e system suitable for all
Organizations. Essentially however all HRIS contain information on
:

Employees
Jobs and work conditions
Positions
HR events (e.g. recruitment. training and development, pe

rformance apraisals, and

terminations)

A human resources information system (HRIS) is an integrated

system for managing information used in HR decision-making. A
complete HRIS links all human resources data from the time
professionals enter pre-service training to when they leave the
workforce. HRIS performance measures are benchmarks for
evaluating how efficient and effective HRIS investments are and
how they can be improved to obtain better results to support HRIS
strengthening objectives. Continuous monitoring and evaluation is
vital in determining what an HRIS is accomplishing, what needs to
be improved and whether results are being achieved.

Kovach et al., (1999) defined HRIS as a systematic procedure for

collecting, storing, maintaining, retrieving, and validating data
needed by organization about its human resources, personnel
activities, and organization unit characteristics. Furthermore, HRIS
shape an integration between human resource management
(HRM) and Information Technology. It merges HRM as a discipline
and in particular basic HR activities and processes with the
information technology field (Gerardine DeSanctis, 1986: 15)
HRIS Exmaples :
1. India SBI uses HR software interfaces. Interfaces allow for data to be
transferred from one
system to another. HRIS assures that the data in system is up to date and
accurate. So, it
enables integrated HR payroll software solutions.

2. Pakistan SBP uses oracle based HRIS in different units like employees
database unit, service record & compliance unit, HR automation unit etc.

HRIS enables discovery of more efficient and less time consuming processes.
It also enables efficient performance management of employees.

High Performance Work System

The main idea of HPWS is to create an organization based on
employee involvement, commitment and empowerment, not
employee control. The particular set of managerial practices will
vary from company to company. The small business unit that
controls its own fate and involves everyone in the business is the
best image for the involvement oriented approach (Lawler 1992:
29). In these high involvement organizations, employees feel
responsible for and involved in its success (ibid. 3); they know
more, do more, contribute more (p. 5). They have the power,
information, knowledge, and rewards to perform at the highest
level (Lawler, Mohrman, and Ledford 1995).
Hpws are specific are specific combination of hr practices, work
structures
knowledge,

and

processes

that

committeemen

and

maximize

employee

flexibility with

the

skills,
aim

of

enhancing employee effectiveness. The system is created with

planning empowered work teams to carry out key business
practices. All the team members are selected and trained on
technical, problem solving and interpersonal skills.

HPWSs are a combination of HR practices such as skill training,

compensation

policy,

and

workforce

participation

that

complement organizational work structures and processes in

order to maximize the competencies, commitment, flexibility, and
adaptability of employees (Bohlander & Snell, 2010). HPWSs focus
on systemization of the interrelated parts of an organization that
complement one another to accomplish the goals of the
organization.
A specific combination of HR practices, work structures, and
processes

that

maximizes

employee

knowledge,

skill,

commitment, and flexibility. High-performance work systems are

composed of many interrelated parts that complement one
another to reach the goals of an organization, large or small.

Bibliography
Human resource information system: providing business with
rapid data access, information exchange and strategic advantage
by Kovach, Kenneth A.: Cathcart, Charles E. summer 1999.
Reference for business encyclopedia, 2 nd Ed.
http://www.ihris.org/toolkit/tools/pmp.html
http://www.zeepedia.com/read.php?
conclusion_review_strategies_for_gaining_competitive_advantage

_highperformance_work_system_human_resource_management&b=33
&c=45
Understanding

high

performance

work

systems:

the

joint

contribution of economics and human resource management by

John Tomer.
Strategic human resource management: high performance work
system by Sohail Farooq 2013.
http://www.westga.edu/~distance/ojdla/Fall133/sawyer_revels_cia
mpa133.html
The role of high performance work system (HPWS) in Strategic
human resource management (SHRM)

by

Asafo-Adjei Agyenim

Boateng. Master of Science Theses in Accounting Swedish School

of Economics and Business Administration 2007.