Introduction

Through HRIS class, I have learnt that Human resource information system (HRIS) is the primary transaction processor, editor, record-keeper, and functional application system as it is lie at the center of all computerized HR work. 

Through HRIS, there is a chance for human resource (HR) professionals to become strategic partners with top management. It means that HRIS would allow for the HR function to become more efficient in providing better information for decision-making. In its most basic form HRIS is a system used to acquire, store, manipulate, analyze, retrieve and distribute data about an organization’s human resources which regarded as a service provided in the form of information.\

Besides that, I also get to know that The HRIS is usually part of the organization’s larger management information system (MIS) which include the marketing, production, financial, accounting functions. The scope of an HRIS is as wide as the need for data on human resources. For example, the evolution of HR as promoted by HRIS evolves from information to automation and from automation to transformation.

Resource:

Nicholas Beadles, C. M. (2005). The Impact of Human Resource Information Systems: An Exploratory Study in the Public Sector. Communications of the IIMA , 1-8.

Pieter A. Grobler, S. W. (2006). Human Resource Management in South Africa. London: Thomsan Learning.