Human Resources Information System
KHARAFI NATIONAL
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
Introduction
Human resource management information system (HRIS) refers to as software or a system that is used to handle human resource data in an organization. It is also referred to as a human resource management system (HRMS) (Talwar, 2006). HRIS connects the human resource management department and the information technology department in order to solve human resource data needs in an organization. It is worth noting that most of the leading organizations have a large number of employees and it is difficult and uneconomical to handle all the details of the employees manually. It is therefore important to have a software or online solution to the human resource data needs. Some of the functions of HRIS in an organization include data entry and data tracking among other functions (Compare HRIS, 2008).
This report aims at evaluating the HRIS used by Kharafi National Company. Kharafi National was formed in 1976 from a local contracting company to a global company based in the UAE (Kharafa National, 2007, a). The company offers a wide range of services ranging from project development, facilities management and communication among others. According to the analysis conducted on the UAE companies in 2009, Kharafi National is a multi-disciplined world- class pan- Arabian company that operates internationally. The company has registered a rapid growth in the last 2 decades. For instance, in the year 2011, the company forecasted an annual turnover of US$ 2.5 billion and a workforce of 35136 employees. Among the employees of Kharafi National, managers, superintendents, clerical staff, and technicians constitute 11% ( Kharafa National, 2007, d ). This means that Kharafi National is a large company with a large number of employees in all parts of the world. The company operates globally with its head office in the UAE. It
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
Introduction
Human resource management information system (HRIS) refers to as software or a system that is used to handle human resource data in an organization. It is also referred to as a human resource management system (HRMS) (Talwar, 2006). HRIS connects the human resource management department and the information technology department in order to solve human resource data needs in an organization. It is worth noting that most of the leading organizations have a large number of employees and it is difficult and uneconomical to handle all the details of the employees manually. It is therefore important to have a software or online solution to the human resource data needs. Some of the functions of HRIS in an organization include data entry and data tracking among other functions (Compare HRIS, 2008).
This report aims at evaluating the HRIS used by Kharafi National Company. Kharafi National was formed in 1976 from a local contracting company to a global company based in the UAE (Kharafa National, 2007, a). The company offers a wide range of services ranging from project development, facilities management and communication among others. According to the analysis conducted on the UAE companies in 2009, Kharafi National is a multi-disciplined world- class pan- Arabian company that operates internationally. The company has registered a rapid growth in the last 2 decades. For instance, in the year 2011, the company forecasted an annual turnover of US$ 2.5 billion and a workforce of 35136 employees. Among the employees of Kharafi National, managers, superintendents, clerical staff, and technicians constitute 11% ( Kharafa National, 2007, d ). This means that Kharafi National is a large company with a large number of employees in all parts of the world. The company operates globally with its head office in the UAE. It
References: Bagdi. S .( 2012). Practical Human Resource Information Systems. PHI Learning Pvt. Ltd Compare HRIS. ( 2008). HRIS Overview. Retrieved on 10th May 2013 from http://www.comparehris.com/HRIS-overview/ Kharafa National. ( 2007). About us. Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/companyprofile/aboutus.html Kharafa National. ( 2007). Human resources. Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/operations%20services/human_resources.html Kharafa National. ( 2007). Information Technology. Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/operations%20services/information_technoloty.html Kharafa National. ( 2007). Retrieved on 10th May 2013 from http://www.kharafinational.com/kn/index.html Looise. J.C. (2011). Electronic HRM in Theory and Practice. Emerald Group Publishing. Mohapatra. (2010). Business Process Automation. PHI Learning Pvt. Ltd. Talwar.P. (2006). Human Resource Management. Gyan Publishing House.