Fundamentally I would encourage you to refer to Mintzberg model.

Hi

HRIS as one of the main MIS of organizations could help managers to be more aware about what happen in their departments, and the performance of their subordinates

it could provide for them information which support the decision making belonging to human resources ....

Dear sir,

Yes Any information system results the effectiveness of organization. MIS should be useful system in any organisation. sales data will give the proper plans for next year sales. like that if we have a data of employees who work in the organisation, we can motivate the staff for their performances. so every body work in time for organisation any sort of motivation will leads to the good performance of the individuals and turns to organizational growth.

Thanks

p.phani

Saber o que os colaboradores fazem - suas habilidades e competênciais - isto é, faça uma matriz de habilidades das equipes - relacionadas -as 1ª Coluna - As Atividades da Equipe - 2ª Coluna: Os nomes de cada pessoas na equipe - um por coluna. Uma legenda: Habilitado, Não habilitado e Não se Aplica. Faça um teste com uma ou duas equipes e depois coloque em um sistema informatizado relacionados com as metas organizacionais. Espero que o ajude.

Human Resource Information System ( HRIS ) is supposed to provide all the employee related information from recruitment onward, which includes personal details, selection, appointment, deployment, job performance, reward, punishment, job rotation, promotion, performance appraisal details including training & development needs, future potential etc. HRIS is essential to build up organizational Human Capital as strategic asset for creating competitive advantage, thereby improving organizational effectiveness and performance.

Hi

As stated by intellectuals above HRIS does contribute towards organizational effectiveness, but like other processes, it also needs to be managed efficiently. 

HRIS support strategic decisions on talent management by providing information on succession planning,employee retention and talent development.It is important for strategic human resources management if properly managed

The HRIS has to be responsive to the business issues of the organization, and be aware of information required by business units and business enabler processes for effective decision making.

The HRIS has to then provide timely and accurate data for such areas, so as to contribute towards making the organization more effective.

Dear

According to balanced scorecard, the HRIS represent main element in informational capital. Kaplan and Norton (2004) state that informational capital (as intangible assets) refers to company's database, information systems, networks, and technology infrastructure. The ability of managers to manage company's informational capital is main factor to achieve effectiveness. 

A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

Organizational effectuveness

Organizational effectiveness is difficult to measure so that it is rarely used as dependent variabel (Steers, 1977). Maybe it would better to correlate with internal organizational activities such as HR planning, procurement etc

It depends how the HRIS is used,  if it is used to merely generate data, there will be little effect on org effectiveness.  If it is used to generate information (meaningful data), there will be increased impact.  If it is used to generate business intelligence (transformational data), there will be much greater impact.

Dear Nnamdi Okafor:

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Regards

having a good Human resource information system  surely would have positive impacts on the organisation. it may be difficult to directly  link HRIS to organisational effectivenss because the issue of effectiveness is quite broad, however,  it can be indirectly associated. a good HRIS enables the organisation to have sufficient data about her members of workforce and such data and information are made handy for quick decisions; in that light, HRIS cannot be dissociated from organisational effectiveness because good and quick decision making processes are key meeting goals in the organisation.

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