Definition (1):
Personal Information Systems (PIS) are those that support the information needs of individual decision-makers for solving structured, semi-structured, and unstructured problems.
For Example,
- A manager may use a PIS to calculate the total amount due on a set of invoices (structured decision), to analyze market trends over the 5 years (semi-structured), or to evaluate the impact of a competitor’s marketing strategy (unstructured).
Definition (2):
Personal Information Systems (PIS) are sometimes, also known as human resource information systems (HRIS). These are software packages developed to help human resources professionals in handling data. Human resources professionals use these systems for facilitating workflow, improving efficiency, and storing and collecting information. Many organizations offer HRIS packages to employers. Employers can customize these packages according to their specific needs or requirements.
The different components of the Personal Information Systems (PIS) are briefly explained below:
- Database: PIS core offering consists of a database for storing employee information. HR professionals can store all personnel data into the system that can be accessed from any time, from anywhere.
- Time and Labor Management: Functions like time and labor management requires a lot of time. PIS packages allow employees to input their hours worked and help managers to instantly verify vacation requests, and the information is fed to the payroll directly.
- Payroll Activity: Payroll activity is another important component of an HRIS or PIS model. HR can unload or download employee hours easily, and issue checks or payroll deposits to employees.
- Benefits: Some PIS packages allow employers to develop and maintain medical, retirement, and other benefits through their software.
- Employee Interface: Most PIS packages allow limited user access for an employee.
- Hiring and Retention: Hiring and retention are the most crucial components of PIS.