Human Resource Management Information Systems Information is an essential tool for managers in the retention, recruitment, utilization and evaluation of human resources in health service organizations. Because they support the goals and objectives of the organization, information systems play an important role in human resource planning and management. These systems will serve as important operational personnel administration programs, including employee recordkeeping, budget control, compensation, benefits management and government reporting. This document will discuss the overview of Human Resource Information Systems (HRIS) project plan and their strategies and operational. use in a healthcare facility. Some topics include: • Role and functions of an HRIS for human resource management • Relationship of an HRIS to other information systems • Process of planning, developing and implementing an HRIS • Implications of effective use of the HRIS for managers health services Effective human resource management requires information from multiple sources. Information technology allows hospitals and other healthcare organizations to combine human resources into a single database that can be used to support multiple staff and managerial functions. A human resources information system (HRIS) is the integration of software, hardware, support functions, and system policies and procedures into an automated process designed to support the strategic and operational activities of the human resources department and managers across the organization. 'organization. An HRIS database maintains an inventory of people, job skills, and positions, and its system relies on these inventories for transaction processing, reporting, and tracking. The HRIS provides the basis for a set of analytical tools that assist managers in setting objectives and evaluating the performance of the organization's human resources programs. The level of complexity of the system progresses from low to high as it influences and supports increasingly complicated decisions and activities. A healthcare organization typically aspires to several key objectives in automating its human resources management function. The HRIS will provide timely, efficient, thorough and accurate workforce information and analysis. A second goal for implementing HRIS is to provide an effective match between the needs, skills, and interests of human resources department personnel with other users and departments. The HRIS will also provide consistent processing and use of HR information across the organization for a diverse group of system users. I have noted below in detail the key learning points that I will apply to the implementation of the HRIS; strategic objectives, operational objectives and planning. Strategic Objectives for HRISThe well-designed HRIS will serve as the primary management tool to align the HR department's objectives with long-term planning objectives.