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The HRIS: what capabilities must it have?

S H Simon

    Personnel
    |August 9, 1983
    PubMed
    Summary

    This guide offers advice for evaluating human resources information system (HRIS) software, focusing on essential capabilities. It stresses defining data needs and understanding terminology before selecting HRIS solutions.

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    Area of Science:

    • Human Resources Management
    • Information Systems Evaluation
    • Personnel Administration

    Background:

    • Lack of standardized criteria for evaluating HRIS software presents challenges for personnel managers.
    • Effective HRIS selection requires a clear understanding of organizational data needs.

    Purpose of the Study:

    • To provide guidance for personnel managers in evaluating HRIS software.
    • To outline minimum capabilities and essential functions of HRIS.
    • To assist in translating HRIS concepts to organizational requirements.

    Main Methods:

    • Focus on essential HRIS functions: input, data maintenance, and output.
    • Discussion of standard and optional software features.
    • Emphasis on pre-evaluation data definition and interdisciplinary terminology understanding.

    Main Results:

    • Identifies key HRIS capabilities crucial for effective personnel management.
    • Highlights the importance of defining data requirements prior to software selection.
    • Underscores the need for HR and data processing professionals to understand each other's terminology.

    Conclusions:

    • Personnel managers can effectively evaluate HRIS software by focusing on core functions and preparation.
    • Thorough data requirement definition is paramount before HRIS software evaluation.
    • Cross-functional understanding of terminology enhances HRIS implementation success.

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