**4. The role of HR professionals in HRIS**

Human resource management provides the guidance for an organization's workforce. "*The use of information technology (IT) in HRM is vital in order to meet organizational demands with well qualified employees and help support the organization"* [2].

Therefore, we can say that information systems have been a valuable tool for HR managers to facilitating HR processes and practices, as we have already seen. However, HR professionals have a special role in this path.

The Society for Human Resource Management [20] refers that HR professional should recognize that integrating an HRIS is a big project and a major change for the organization. Some employees (staff and even management) will resist changing and it is imperative that they are prepared to deal with the resistance.

HR professionals must support the change and facilitate the communication [20]. They need to:


• Salary information: salary processing, holiday management, absences and absences, auto-

• Retirement planning: identification of succession plans, pensions, streamlining of untying

• Benefit administration: benefits attribution, attributed benefits analysis, cost-benefit analysis.

The role of HR professionals in the social relations system is considerable. They appear as a link between the organization, employees and trade unions and workers' committees [22].

• Employee discipline records: access and management on disciplinary proceedings, disci-

• Union and labor distribution: management of information on trade unions and workers' committees, work distribution, and analysis of work and labor relations indicators,

• Attitude, climate, culture, and commitment: possibility to automatically inquire the entire organization and perform the attitude, climate, culture and commitment analysis.

Safety and working conditions improvement are areas with a profitability difficult to evaluate and considered as real investments for the company, being considered a specific domain of HRM. Thus, great consistency must be sought between the actions developed and the other areas of HRM [22]. HRIS can assist the risk management by analyzing the following points:

• Safety, insurance and workers' claims: agility and support to processes, records mainte-

Human resource management provides the guidance for an organization's workforce. "*The use of information technology (IT) in HRM is vital in order to meet organizational demands with well* 

Therefore, we can say that information systems have been a valuable tool for HR managers to facilitating HR processes and practices, as we have already seen. However, HR professionals

The Society for Human Resource Management [20] refers that HR professional should recognize that integrating an HRIS is a big project and a major change for the organization. Some employees (staff and even management) will resist changing and it is imperative that they are

• Accident and illness: analysis of trend on accidents and illness; managing reports.

nance, monitoring of high-risk conditions and accidents.

**4. The role of HR professionals in HRIS**

*qualified employees and help support the organization"* [2].

have a special role in this path.

prepared to deal with the resistance.

• Salary analysis: analysis of salary developments, salary comparisons.

matic calculations of wage components.

HRIS can help us in different aspects of this area:

**3.5. Employee and labor relations**

plinary proceedings reports.

**3.6. Risk management**

programs.

122 Management of Information Systems


We simply cannot forget that it will take some time before success is apparent. HR professional needs to remember that HRM was limited to employee record keeping and was provided as a service to the organization [17]. The human resource function has undergone dramatic change. With global competitive success relying upon the application of knowledge, information and technology, HR professionals are now committed to engage more significant and strategic roles, improving efficiency. They become strategic business partners relying on the usage of HRIS in their job [17].

The future trends in HRIS can easily lead to confusion for organizations and HR professionals and it can cause great changes in the operation of HRM and an HRIS in organizations Kavanagh et al. Note the need to be attentive to the particularities of each context. However, they draw attention to the fact that organizations that are most successful are those who are able to leverage the technology and link it to their HR strategy [21]. In this case, HR professionals need to understand that:


#### **5. Conclusions**

Increasingly, technology has a profound impact on HRM. As technology evolves, it will also force HRM to take on new contours in both its processes and its practices. HRIS emerged in response to the need for this change to be carried out in the most fruitful way possible, considering the improved accuracy, the quick access to information, the increased competitiveness and efficiency and the re engineer of the HR function.

There are still many questions about the true objectives of HRIS and the responses they allow to the real needs of HRM. It is true that there are still some limitations to its use and its results. However, its role in HRM allows us to respond more quickly to HRM changes and needs, for example, enabling to control budget, tracking and screening, skills matching, appraisals, feedback, manpower planning, succession planning, skills monitoring, training needs analysis and global analysis.

By focusing on using technology to continuously improve the quality of the work. Technology can improve the information available to HR, facilitating HR processes, and making them faster and more effective.

One of the biggest allies in HRM, HRIS is adopted to make organizations more accurate and effective. However, we face several challenges are faced. HR professionals need to prepare themselves for the future by gearing up for new roles or find themselves outsourced. HR professionals needs to integrate an HRIS as a big project and as a major change for the organization, assuming its role as business partner, as a data analyst, as an internal consultant, focused on the strategic issues of HRM, necessary for the development of people, business and organizations.
