Integrating decision support and human resource information systems

Although Human Resource Information Systems (HRIS) have been addressed in terms of their implementation and availability (Frantzreb, 1986; Magnus & Thomesen, 1986 ), purpose (Johnson, Moorhead, & Griffin, 1983; Nardoni, 1985), and current status (DeSanctis, 1986; Magnus & Grossman, 1985; Moore & Clavadetscher, 1985) future directions for such systems have for the most part been ignored. HRIS are relatively new subsystems of organizational Management Information Systems (MIS). Their development has been similar to that of information systems of other functional areas although slower to develop. The most apparent difference between HRIS and the information subsystems maintained by other functional areas is the relatively recent interest in the development of such systems (Tomeski, Yoon, & Stephenson, 1976). At present, HRIS provide the traditional transactional data operations and reports for personnel/human resource management administration (e.g., payroll, benefits administration, compensation administration, etc.), but are not designed to support managerial decision making (DeSanctis, 1986). Moore and Clavadetscher (1985) conclude that organizations will need to be firmly convinced that HRIS