Essay Example on Human Resources Information Systems (HRIS)

Published: 2023-11-14
Essay Example on Human Resources Information Systems (HRIS)
Type of paper:  Essay
Categories:  Learning Management Human resources Software Professional development
Pages: 6
Wordcount: 1516 words
13 min read

The drivers of good organizational performance and success are linked to the efficiency in the taskforce. This makes the human resource department one of the most crucial departments in the implementation of the organizational goals as well as ensuring smooth operations and transition of organizational functions. According to Taniser (2016), the human resource department aim at deriving the greatest value from the labor force, the largest expense by most organizations. Therefore, there is a need to maximize the contribution of human capital and its efficiency. The era of technology and information system has streamlined the activities of human resources from hiring, service delivery, training, and performance appraisal. In this case, Human Resource Information systems (HRIS) provides and the intersection of information technology and human resources via an HR software (Angrave et al., 2019). The success of Amazon’s HR is connected to its application Workday Human Capital Management software that serves multiple employee-related functions and aligns the employee performance to the organization’s goals.

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E-Recruitment and E-Selection

Recruitment and employee selection are vital processes for organizational success. Workday HCM software utilizes the efficiency in machine learning in the collection of various employee information. Machine learning allows for the selection of well-suited employees based on skills, experience, and stipulated parameters. The system also builds talent based on future expectations and therefore allows the organization to meet future staffing expectations. Workday HCM improves the ability to reach to a vast pool of candidates filling the new positions and improving employee competence. According to Angrave et al. (2019), the HRIS allows organizations to set higher selection standards resulting in the recruitment of a quality workforce. Workday provides an applicant tracking tool that streamlines the steps in the selection and recruitment process. The challenges in validating candidates’ information are eliminated, with the duration of the hiring significantly reduced. Information from online applications can be easily reviewed with the HR personnel and other managers to ascertain the required skills and expertise. Workday HCM software bridges the geographical differences in the hiring process with the review of the applicants’ information carried out simultaneously across geographically dispersed departments (Workday, n.d.). Besides, the managers can deliberate on the selections before recruiting new employees.

The adoption of HRIS in recruitment and employee selection is based on the required skills, future workforce demands, and onboarding requirements. The applicants must meet predefined parameters that are adopted across the organization’s hiring process. Predefined applicant qualifications aid in the quick clearance of qualified candidates influencing selection and recruitment decisions along with the recommendations on the results of the selection and recruitment processes.

Self-Service and HR Portals

Employee self-service software allows employees to update their personal information in the employee database. Self-service and HR portals aid in eliminating errors in employee information and reporting. For instance, reporting time can be updated automatically with employees allowed to make relevant modifications to their data on the organization’s portal. The HR portal provides a framework for the curation of recommendations and streamlines communication between managers and subordinates. The HR department is relieved from the challenge of filling in employee details, reducing their workload as well as reducing the possibilities of errors in respective information. In addition, the need for small details or additional information on employees is effected by requesting an update on the details on the portal. Workday HCM software allows employees to independently update their personal information into Amazon’s database, improving the reliability of the data on the workforce. The human resource department is also rescued from the tedious and engaging data entry process, enhancing the integrity of the data collected. Workday Help gives employees a self-service experience, such as quick access to commonly asked HR questions reducing the creation of cases (Workday, n.d.). The system also provides a quick approach to creating and tracking of the cases to completion. Workday integrates multiple HR needs in a single platform navigating various portals providing answers to diverse Amazon’s needs, and allow employees to access real-time HR, payroll, and other relevant information. Accessibility to the Workday HCM self-service and HR portal is enabled by valid credentials used for the verification of employees, applicants, contingent workers, and students. Credentials guarantee user privacy and ease of access to the portal through the mobile app.

The use of self-service and HR portals requires all employees to be well-versed in the operation of the company portal. Knowledge of the functioning of the HR portal allows the employees to make corrections to their personal data and to report. Workday HRIS software allows for automated upgrades and enables users to integrate the updates to their systems at their own pace. Employees need to be notified of the changes in the system and how to incorporate them in accessing personal and company information.

E-learning and Training

Workplace culture and practices can be passed on to new employees during onboarding sessions. Workday allows for significant onboarding sessions, which allow new employees to integrate into the organization culture. Training programs are integrated into business performance over time to improve the performance and productivity of employees. Workday HCM allows Amazon to integrate on-work training sessions, enhancing employee skills, experience, and expertise. The business environment is dynamic, undergoing frequent changes and adaptations to clients’ demands. Therefore, the workforce is expected to rise to the standards and meet market demands. According to Sibilová et al. (2019), on-job training improves employee competence, motivation, and job satisfaction resulting in increased productivity. Workday offers compliance training to employees, managers, and executives. Compliance training delivers essential skills regarding workplace harassment, culture, diversity and inclusion, code of conduct, ethics, and data security. The timing of the training is provided at the employees’ convenience, promoting the efficiency of enterprise learning and training programs.

Workday HCM system is equipped with learning management capabilities that help the organization in delivering and tracking the different types of training resources. The learning programs, learning approach, videos, quizzes, and scores are also tracked by the system, ensuring the success of the training campaigns. The platform also allows for training in different geographical locations. The learning and training sessions promote employee wellbeing and organizational culture. Therefore, employees need to be able to access the training programs in time to maintain attain the goals of the training sessions. Accessibility to the training sessions is more comfortable since the employees have access to their portal, where the training and learning sessions are communicated.

Performance Management

The productivity of HR is the key concern of HRIS. Workday HCM software provides for a management platform integrating the management roles and tracking employee performance (Workday, n.d.). The platform offers complete data on employee profile, skills, and enhances employee placement. In addition to management and tracking of the basic performance of employees, Workday HCM has a pool of employee information, which boosts the understanding of the entire workforce, relevant skills, and individual potential in accomplishing particular roles. Therefore, Amazon can make informed decisions on employee placement, organizational changes, nurture the growth of individual employees in relevant fields as well as deliver personalized services and experiences.

Amazon can optimize talent, the energy of the workforce, and time through the integration of the payroll and workforce management that allow for a smooth flow of events from hiring to the compensation. The platform provides for intelligent automation that saves time and maximizes employee input. The system also promotes agility with employees ready to take on any organizational changes meeting the demands of individual employees from part-time, salaried to hourly.

The success of Workday’s platform in performance is rooted in its direct link with the employees, serving a link between the management and subordinates (Workday, n.d.). Amazon can build and model the workforce to attain the required goals. Employees need to be up to date with the roles, duties, and, importantly, time management, which is monitored through tracking reporting time.

In conclusion, the age of technology has changed the face of business and organizational performance. The human resource department can harness the large pool of HR analytics and model the success of the business from hiring, employee service delivery, learning and training, and monitoring the performance through the Human Resources Information Systems software. Amazon relies on Workday Human Capital Management software, which integrates all its activities ranging from recruitment to evaluation of individual performance, improving its HR efficiency and performance reflected in the company’s productivity.


Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). HR and analytics: why HR is set to fail the big data challenge. Human Resource Management Journal, 26(1), 1-11.

Sibilová, M., Putovná, S., Michalková, T., Miciak, M., & Kucharcíková, A. (2019). Information Systems for the Support of Human Capital Management. Research Papers Faculty of Materials Science and Technology Slovak University of Technology, 27(s1), 8-14.

Taniser, N. (2016). HRIS in the cloud: A comparative approach to on-premise and in-cloud human resources information systems.

Workday. HCM and Human Capital Management Software | Workday. Retrieved 24 August 2020, from

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