Article Abstract:
The time is right for the development of human resources information systems (HRIS) educational or certificate programs at the college undergraduate and graduate levels. There is sufficient information on HRIS, textbooks exist, and class activities and qualified teachers are available. People that are interested in the development of such programs should lobby the appropriate authorities. The alternatives that can be investigated while waiting for formal programs to be developed and offered include earning combination degrees or certificates in each of the two parts of HRIS, human resources and information systems; and designing a personal HRIS program at the university level at an institution permitting individualized degrees.
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Article Abstract:
Organizations that allow access to data from human resources information systems (HRIS) may face problems with data security. The HRIS-related issues that organizations should consider include physical access, data base access, and field-level access. Organizations should limit physical access to HRISs to authorized users, implement data encryption procedures, and keep a detailed audit trail. Organizations can limit data base access by refusing to allow access outside of the application, and they can limit field-level access by ensuring that the application's security system is capable of controlling access at the field level.
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Article Abstract:
Human Resources Information System (HRIS) packages provide broad-based applications but are rarely used effectively by human resources (HR) departments. The problem lies in the centralized data processing framework of most HR departments. PC-based HRIS packages, though technologically advanced, are difficult to integrate within the existing procedures of HR departments. Software vendors that develop HRIS packages which can be used within the functional structure of HR departments are considered as most likely to dominate the market in the future.
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