Subject Overview

Human Resource Information Systems examines how digital platforms, data, analytics and automation support HR operations, talent management and strategic workforce decisions. The subject integrates traditional HR foundations with system architecture, implementation, governance, cybersecurity, AI and digital transformation.

Learning Goal

Students will be able to evaluate, select, implement, use and govern HR information systems; manage reliable workforce data; apply HR analytics to decisions; and assess the strategic, ethical and organizational implications of emerging HR technologies.

Syllabus

1. Foundations and Evolution of HRIS

Learning Objective: Define HRIS terminology, components, stakeholders and scope; distinguish HRIS, HRMS, HCM, ERP and e-HRM; and trace development from personnel records to cloud-based digital HR ecosystems.

Category: foundation

2. HRIS Strategy, Value and Theoretical Foundations

Learning Objective: Align HRIS with HR and business strategy using systems theory, sociotechnical theory, the resource-based view and information-systems success models; assess strategic fit, benefits, costs, risks and return on investment.

Category: core

3. HR Processes, Requirements and Data Modeling

Learning Objective: Map HR processes, identify functional and non-functional requirements, model employee data and workflows, and establish data definitions, ownership, quality standards and master-data principles.

Category: core

4. HRIS Architecture, Databases and Cloud Platforms

Learning Objective: Explain databases, data warehouses, system configurations, on-premises, hosted and SaaS models, APIs, integration platforms, mobile access and HR technology ecosystems.

Category: core

5. Core HR, Payroll, Time and Workforce Administration

Learning Objective: Apply HRIS to employee records, organizational structures, benefits, payroll, attendance, scheduling, leave, compliance reporting, global HR operations and contingent workforce administration.

Category: application

6. Digital Talent Management Systems

Learning Objective: Evaluate systems supporting recruitment, applicant tracking, onboarding, performance management, learning, compensation, succession, career development and skills-based workforce planning.

Category: application

7. Employee and Manager Digital Experience

Learning Objective: Design and assess employee and manager self-service, HR service delivery, case management, portals, chatbots, workflow automation, accessibility and user-centered digital experiences.

Category: application

8. HRIS Acquisition and Vendor Selection

Learning Objective: Conduct needs analysis, prepare requests for proposal, evaluate vendors, compare total cost of ownership, assess service-level agreements and use weighted decision models for system selection.

Category: application

9. HRIS Implementation, Change and Adoption

Learning Objective: Plan implementation through the systems development life cycle, project governance, configuration, testing, migration, training and rollout; apply change-management and technology-adoption models such as TAM and UTAUT.

Category: core

10. Integration, Cybersecurity and Operational Resilience

Learning Objective: Manage interoperability with finance, identity, payroll and external platforms; assess access controls, encryption, audit trails, cybersecurity threats, disaster recovery, business continuity and vendor risk.

Category: core

11. HR Reporting, Metrics and Workforce Analytics

Learning Objective: Develop dashboards and KPIs; distinguish descriptive, diagnostic, predictive and prescriptive analytics; analyze turnover, absence, productivity, diversity and talent data; and communicate evidence-based recommendations.

Category: advanced

12. AI, Automation and HR Decision Support

Learning Objective: Evaluate machine learning, generative AI, robotic process automation, conversational systems and algorithmic decision tools in HR; assess validation, explainability, human oversight, bias and appropriate use.

Category: contemporary

13. Data Privacy, Ethics, Governance and Compliance

Learning Objective: Apply privacy principles, records-retention rules, data governance, responsible surveillance, consent, fairness and accountability to HR data and technology, including relevant labor and data-protection requirements.

Category: strategic

14. Digital HR Transformation and Future Directions

Learning Objective: Develop an HR digital-transformation roadmap and evaluate emerging developments including skills intelligence, people analytics platforms, low-code tools, blockchain credentials, immersive learning, ecosystem integration and responsible AI.

Category: contemporary