The document discusses human resource information systems (HRIS). It describes the mission and objectives of the Department of HRIS, which include developing systems to meet HR requirements, establishing integrated systems for HR programs and services, increasing HR's ability to use technology, and creating electronic employee records. The department also focuses on customer service through various tasks like reporting, websites, and responding to data requests.

1. Human Resources Information Systems
The mission of the Department of Human Resource Information Systems (HRIS) is to develop
and lead information system plans that meet Human Resources’ automation, data, records and
information management requirements. The department’s primary focus is on establishing
integrated systems for the administration and deployment of strategic Human Resource
information, programs, and services.
Human Resource Information Technology
A major objective of HRIS is to increase Human Resource Management's capacity to leverage
and assimilate new and emerging technologies; streamline workflow; maximize accuracy,
reliability, and validity of workforce data; and ease deployment and collection of data and
information.
Records and Information Management
Another major objective of the Department of HRIS is to develop electronic historical employee
records for the University. HRIS maintains the Official Personnel File (OPF) which is the
primary repository for the University’s workforce. The department’s continuous effort is on
enhancing the integrity and relevance of Human Resource information and working toward the
implementation of a paperless work environment.
Customer Service
HRIS constantly strives for excellence in customer service. The department’s activities center on
a multitude of task to include the following:
HR and Management Reporting
Human Resource Website
Leave Accrual Rate Reconciliation (Service Computations)
Request for employee data and information
Request for University Official Personnel Records
System Security Access Control

2. Abstract
The purpose of this paper is to discuss the relationship between Human Resource Information
System (HRIS) functions and Human Resource Management (HRM) functionalities. The
theoretical framework of this paper is based on previous HRM and HRIS research where the
contributing role of HRIS is measured by the compliance and application level of HRIS
functions to HR functionalities. A survey questionnaire was sent to five different banks and a
response rate of 61.5% was received. The target groups of the questionnaire were HR
departments that include HR managers and professionals in the Jordanian banking sector.
In this study, human resource information system functions were found to have a relationship
with HRM functionalities. More specifically, it was found that strategic integration, forecasting
and planning, human resources analysis, and communication and integration have no relationship
with human resource functionalities. Whereas, it was found that performance development,
knowledge management, and records and compliance as dimensions of human resources
information systems have a relationship with human resources functionalities.
Advantages & Disadvantages of Human
Resource Information System
Background
Human resources information systems have evolved since the 1980s from relatively simple
computer applications to virtual vaults of sophisticated human resources information and
processes. HRIS also is the name of the human resources discipline for HRIS specialists and
other human resources professionals involved in the technology for employment and personnel
matters. An HRIS is used for employment actions such as applicant tracking, performance
management, attendance, compensation and benefits management, work force analyses, and
scheduling. You may hear about Enterprise Resource Planning (ERP) systems into which your
company's HRIS can be integrated. An ERP is for all business matters, including
profitability analyses, inventory control and investor relations data. These sophisticated systems
generally are for large employers with complex technology needs. A very popular use of HRIS is
employee self-service. Many employers are utilizing their HRIS to supplement the human
resources department staff by enabling employees for find answers to common questions they
would have asked a human resources representative. An employee self-service component can be
used in a small business setting because it can be configured to accommodate work places with a
dozen employees to companies with 10,000 employees.

3. HRIS Advantages
The advantages of having a sophisticated HRIS or HRMS are many. An HRIS or HRMS
monitored by qualified specialists who know technology and HR functional and tactical
processes can manage compliance with federal and state laws, streamline processes for
recruitment and selection, and produce analyses, data and reports for internal and external use.
Other advantages of an HRIS include the ease of use for qualification computer technology
specialists, accuracy of information and the ability to perform HR audits using any combination
of parameters. The employee and manager self-service features are excellent ways to free up the
time of your human resources staff members for project work and other duties. Employees and
managers can locate answers and information quickly without the need to consult an HR
representative every time.
HRIS Disadvantages
An HRIS also can be a problematic for small businesses in which some employees must wear
many hats. If your company isn't big enough to have a dedicated human resources
technology specialist, consider outsourcing. Some of the disadvantages of an HRIS involve
human error during information input, costly technology to update your system and malfunctions
or insufficient applications to support your human resources needs.There is a demand for
computer and technology specialists with general information technology knowledge, and
finding a qualified specialist with human resources functional area knowledge can be difficult.
With such a demand, your cost to hire an HRIS specialist may be far above the average salary for
a computer technology specialist. The cost per-hire for another employee in a specialized field
may be a stretch for some small businesses.