HRIS- An Effective Knowledge Management Solution

Abstract

This paper proposes an evaluation that how in a small business scenario, the bits and pieces of knowledge can be seen scattered at different work locations and how the management can strategically arrange and manage a viable data resource in the form of existing knowledge base to be retrieved as and when required. In the current research study, the authors tried to prove the logic by taking an example of an organizational scenario (i.e., Medicare Hospital) by displaying the positive effects of implementing an organizational knowledge management technique - i.e., HRIS, to not only streamline the effective data storage but to eliminate the redundant organizational activities associated with the duplication of knowledge collection as well as unwanted management operations and excessive storage of record keeping work processes. Current study confirmed the worth of information and communication technologies (ICT) supported human resource information system (HRIS). The findings of the study confirmed organizational control over existing work knowledge with speed, efficiency, economy and accuracy at the crucial times for the best organizational strategic decision making in line with sustainable corporate competitiveness.

Human resource information systems in health care: a systematic evidence review

“…: e-HRM)To investigate several specific and critical points that will contribute to a better understanding of e-HRM and provide a model for implementation of e-HRMQual.4.5UseRealized benefits c : operational, strategic, and empowermentS13Hawker et al., 1996 39 (health)Canada (high); secondary (hospital) (gen.: workload measurement system)To describe the development and application of a computerized workload measurement tool for use in hospital nursing education departmentsQual.2.5UseRealized benefits c : service, and strategicS14Helfert, 2009 40 (social science)Ireland (high); NHS (ded. : personnel payroll attendance and recruitment system)To outline a framework for analyzing health care process management projectsQual.5.5ImplementationBarriers: individual, project, task, inter-organization, organization, and technologyApproaches to: inter-organization and projectS15Kazmi and Naaranoja, 2014 41 (social science)Pakistan (lower-middle); secondary (hospital) (ded. : HRIS)To propose an evaluation of how, in a small-business scenario, bits and pieces of knowledge can be seen scattered at different work locations and how management can strategically arrange and manage a viable data resource in the form of existing knowledge base to be retrieved as and when requiredQuant.4UseSatisfaction: majority of users satisfied with information system providesS16Kumar et al., 2013 42 (health)Pakistan (lower-middle); NHS (NS: HRIS)To document how HR information is currently being collected, managed, and reported; to identify the gaps related to HRH information that need to be urgently addressed; and to suggest the tools and processes for managing HR dataQuant.6.5DevelopmentExpected benefits c : operational, service, and strategicS17Lin et al., 2010 43 (ICT/health)Taiwan (high); secondary (hospital) (gen.: nursing assistant management system)To compare the results of manual operation and system intervention in assigning work to nursing assistants, in order to evaluate the system’s performanceMixed method…”

“…: personnel payroll attendance and recruitment system) To outline a framework for analyzing health care process management projects Qual. 5.5 Implementation Barriers: individual, project, task, inter-organization, organization, and technology Approaches to: inter-organization and project S15 Kazmi and Naaranoja, 2014 41 (social science) Pakistan (lower-middle); secondary (hospital) (ded. : HRIS) To propose an evaluation of how, in a small-business scenario, bits and pieces of knowledge can be seen scattered at different work locations and how management can strategically arrange and manage a viable data resource in the form of existing knowledge base to be retrieved as and when required Quant.…”

Management of knowledge and competence through human resource information system—A structured review

“…For instance, HRIS may be used simply as a computerized record-keeping system for automating HR routine processes; or it may be used for strategic purposes of managing human capital with decision support protocol and KMS (Desouza and Awazu, 2003 ; Tansley and Newell, 2007 ; Markova, 2012 ; Strohmeier and Kabst, 2012 ). In this regard, a customized and specifically designed application can fulfill the objectives of the organization (Markova, 2012 ; Kazmi and Naaranoja, 2014 ).…”

“… Components of HRIS (source: authors, based on Ball, 2001 ; Markova, 2012 ; Kazmi and Naaranoja, 2014 ). …”

HRIS Driving Health Care Institutes

“…Information and communication technologies support HRIS. Organizations attain control over speed, efficiency and accuracy at any time for better decision making with competitiveness [13] . Any technology that is used to attract, hire, retain, and maintain human resources, support HR administration, and optimize human resource management .…”