AN HRIS MODEL

This section develops our HRIS model. While previous research has identified HRIS features, these
studies have not yet created a comprehensive systems framework that is guided by strategic vision
(DeSanctis, 1986; Haines, & Petit, 1997; Simon, & Werner, 1995). According to our earlier working
definition of competent, successful goal attainment (Thomas, 2000; Pierce, & Newstrom, 2002), this HRIS
model is a meaningful contribution to the development of a generalizable and strategic HRIS design.
However, this contribution loses value unless it can be explained with careful identification of major HRIS
attributes and their interdependencies. These relationships must also be well grounded in the research
literature of all germane disciplines, including human resources, information systems, and organizational
behavior.

Based on our literature review of over five-hundred relevant articles, we have identified seven primary
components of the HRIS model. These components are strategic integration, personnel development,
communication and integration, records and compliance, HR analysis, knowledge management, and
forecasting and planning. Furthermore, these seven factors are integrated and linked to organizational
outcomes through the influence of strategic organizational vision. Previous robust theoretical and practical
research also supports selection of these attributes (Cascio, 1998; Robbins, 1998).

TABLE 1

HRIS FUNCTIONS AND MAJOR ACTIVITIES

Functions Major Activities

Strategic Used to aid top management in making long

Integration term HR planning
Personnel Used to enhance worker's skills and abilities.
Development Also includes quality of work life
enhancements.
Communication and Inter-organizational communication support
Integration and coordination of disparate organizational
activities including change.
Records and Used to manage organizational information and
Compliance ensure governmental compliance.
Human Resources An ongoing means of gathering and diagnosing
Analysis human resource needs.

Knowledge Facilitates development and information

Management retention of beneficial human resource
practices
Forecasting and Used in long range planning to assess future
Planning organizational HR needs.
Organizational Drives and integrates the HRIS factors to
Vision positive organizational outcomes