Resource Management Information System
for a human resource management information system and want some
practical suggestions to reduce information management costs?
An effective human resource management information system must provide
answers to questions
- What positions are available within the company?
- What are the responsibilities for the position?
- What skills and experience are required?
- Who does the position report to?
- What is the pay rate for the position?
- What positions are filled?
A position represents a job within a company or division e.g.
Position information requirements include things like:
- Informatica developer;
- Payroll supervisor;
- Project manager; or
- Sales representative.
human resource management information system employee data is
- Position type;
- Classification e.g. is it salary based, hourly
paid, part time or full time;
- Account and budget information e.g. what
general ledger account should be charged for employee's salaries for
- Position reporting structures e.g. the
- The pay rates and pay steps established for the
position type and the changes to these pay rates over time; and
- Position effective date.
Companies may want to track things such as:
human resource management information system challenges?
various employees who filled a position over time e.g. an employee may
fill a sales representative position in one sales division, be
transferred to another sales division, and be replaced by a second
- The staffing firm that proposed the employee;
- The union responsible for the position;
- Benefits e.g.
- Benefits available for employee; and
- Benefits paid to the employee;
- Payroll information e.g.
- Requested deductions;
- Gross amount paid;
- Amount deducted; and
- Payment details such as direct bank
- Address information; and
- Contact information e.g. phone numbers and
emergency contact information.
resource management systems are frequently the system of record for
employee information. However, they are usually implemented as
stand-alone systems that do not communicate well with other systems,
which need employee data e.g.
every application captures and stores employee data, then there is a
lot of redundant processing. This increases the information management
- Order management;
- Shipment management;
- Billing management; and
- Work order management.
What is a
better way to manage this information?
- There is cost associated with synchronizing
data between systems;
- There are additional data quality issues and
costs as different systems may capture data using different rules; and
are additional data movement costs as it is necessary to load data
warehouses from multi sources and to sort out which data is the correct
version and the most accurate version.
human resource data in a variety of individual databases is less
efficient than storing it in one database and having all applications
access the data as needed. Alternate options to individual systems
- Enterprise resource planning (ERP), many
have invested in ERP systems, which handle human resource management
and other business functions.
ERP should be
evaluated to ensure that they meet business information management
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some companies have made investments in an enterprise data model and
new management information systems to access common data.
option is not as costly as it might appear since much of the analysis
work will be required even if an ERP option is selected. Companies
should complete a cost benefit analysis to compare the cost of
re-design with the cost of ERP.
- Master data management
(MDM) is becoming a common, but expensive, means of ensuring
synchronization of key data among applications.
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should complete a cost benefit analysis to compare the cost of MDM with
the cost of re-design or ERP.
A human resource management information system provides data to many
management information systems and needs to be managed to avoid storing
There are several options for ensuring
efficient information management and these options should be explored
to determine cost benefits on a case-by-case basis.