Literature Review:
Empirical Studies on Human Resource Information Systems
(HRIS)
An article by Hosie (1995) mentioned that Smith in 1980 focused on the HRIS
design process. A detailed diagram of an integrated HRIS oriented to strategic
needs of organizations is provided by Smith in 1980. Categories in the input
transformation and output sections could be used as criteria for an HRIS. Various
criteria mainly related to technical and database management systems, but
informative to HRIS development, are scattered throughout the article:
• Data files should be integrated for easy cross-referencing among various
departments and redundancy of data minimized.
• Crucial data should be available on request (i.e. online). Critical
information includes: the location of key employees, essential skills data,
and promotion and performance information.
• Appropriate variables for measurement are: employee turnover;
absenteeism; type of grievances; frequency of accidents; requests for
transfers; trends in personnel costs.
• Quantifiable measures can include: attitudinal data correlated with
demographics; performance; costs.
• Standard and unplanned reports should be available on a timely basis,
including immediate feedback on employee turnover, financial ratios and
recruiting results. More sophisticated reporting for career profiles, job
applicants' review, etc., is desirable.
• Advanced features, such as matching current personnel to future needs of
an organization, succession planning, organizational change models and
identification of prospective future managers and facilitation of their growth
and development, which would enhance their performance.