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Hris and Strategic Hrm

In: Business and Management

Submitted By radhika08
Words 2743
Pages 11
Dr. Nut-tapon Nimmanphatcharin (ดร ณัฐพล นิมมานพัชรินทร์)

BB.A., GD.Mgt., MB.Mgt., MBA (Inter Bus), Ph.D. (Mgt)

Strategic Management Research Group

Faculty of Business Administration, Siam University
235 Petkasem Road, Phasicharoen, Bangkok 10163
Tel. (662) 457-0068 FAX (662) 457-3982, 467-3174

In the past, the personnel will do their paperwork manually (manual recording practices). However, as paperwork requirements grew, and the organisations needed more and more information about their employees, there is a need to use the computer-based management information system that getting data and information of the employees to be assessed. In this case, the state-of-art system was introduced and implemented to the organisations.

According to Raymond (1998), the status of personnel data was becoming more important due to the development of government laws and regulations through the Equal Employment Opportunity (EEO), Affirmative Action Program (AAP), and Occupational Health and Safety Administration (OHS). Because of these organisation needed to provide the reports showing that the personnel practices complied with the laws. Thus, there is a need to use the computer-based system to provide accurate information effectively and efficiently to the national government with statistics or data that are readable.

All organisations need to keep records about their personnel, for instance, to comply with taxation requirements, for use in emergencies and as the basis for making decisions about the work their personnel perform. These organisations have a human resources function that handles the personnel’s records. The ideal system that is used in managing the personnel is called the Human Resource Information System (HRIS).

A HRIS is the system used to acquire, store, mainpulate, analyse, retrieve, and distribute

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