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HR innovation HRIS

HR innovation the Human resource information system

HR innovation

We can define HR innovation as the practice of adopting new techniques and technologies in response to the changes in the situation. In this practice, we have to keep in mind that an organization that is fit for the future should be fit for human beings too.

These are the goal which is mutually reinforcing. there is no way today to build an organization that can outrun changes for the future without building the one which is also fit for human beings.

In many ways, the organization is less capable than the people inside of them,  which is known as the core incompetence of the organization. As human beings we are amazingly resilient, we are adaptable and we deal with all kinds of circumstances. but the organizations struggle with change.

As we can see the social and environmental changes are numerous and extensive. keeping that in mind the human resource management must be comprehensive, must be flexible to adapt to changes, fast, and in line with the upcoming trends because it’s the main parameter of a successful business.

For these changes, the leader of the organization must be cognizant of different types of technologies that could improve organizational effectiveness. the human resource information system has evolved 5o years ago in which it had gone far beyond its original purpose of converting the paper records into the computerized database.

What is a Human Resource information system?

Human resource information is the process of using information technology for the effective management of human resource functions and applications. It is a computerized system typically comprising a database or inter-related database that tracks employees and their employment-specific information.

It can be briefly defined as the integrated system used to gather, store and analyze information regarding an organization’s human resources.

Why an organization needs the HRIS?

HRIS provides human resource professionals with opportunities to enhance their contribution to the strategic direction of the firm, first by automating and devolving many routine human resource task to the line management, The function of the HRIS is to facilitate the HR managers and give them enough time so that they can put attention to the important task of the business-like leadership talent hunt and career development.

What are the factors which affect the HRIS?

  1. Organizational factors
  2. Technological factors
  3. Environmental factors

Role of the HRIS

  • Recruitment and onboarding
  • Employment self-service portal
  • Employee Development
  • Performance appraisal of employee rights
  • Management tools
  • Discussion Making
  • Exit interview

Structure of HRIS

  • Collecting and monitoring
  • Record keeping
  • Payroll module
  • Benefits administration
  • training module
  • performance management
  • employee self-service.

Benefits of HRIS

  • Increase competitiveness by improving human resource operation.
  • Make capable to impose different techniques and strategies on human resources.
  • Shift the focus from the operational human resource I formation to strategic human resource information
  • HRIS considers the employees of the organization as its active part.
  • Reengineering the entire human resourced department
  • Suggestion for the organizations
  • Get support from senior management
  • Get stakeholder support
  • Assess risks
  • Settle on an estimated time and budget
  • Be specific about the requirement
  • Change is positive

Limitation of the HRIS

For a small business, HRIS could be problematic in which some employees must wear many hats.

Some of the disadvantages of an HRIS involve human error during information input, costly technology to update in system and malfunctions, or insufficient applications to support companies’ human resources needs.

There is a demand for a computer and technology specialist with general information technology knowledge, and finding a qualified specialist with the human resources functional area knowledge can be difficult.

In light of the above-mentioned demand, it could prove a costly process because the salary given to the HRIS specialist is much higher than the average salary of a Computer technology specialist.


Technological innovation has revolutionized many business activities and made the work easy for the employee.

With the innovation, human resource management also progressing and undergoing many changes. When we study the technological development of the last fifty years we can find how HR management is changing side by side.

Small and medium enterprises managed to overcome the HR management tasks without socialized software, more or less successfully. Large enterprises, with numerous employees and complex structures, on their other hand, are no longer able to do that.

The human resource information system is playing its key role in the collection of data, the storage of order and its easy access when required and data interpretation, data simplification, and making the overall process fast and accurate and controlling the available data, which reduces the labor cost for the HR management of the company, based on which it is possible to make a Quality strategic decision related to human capital.

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