HRIS
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A Human Resource Information System (HRIS) combines human resource management with technology to improve efficiency and accuracy in HR functions such as payroll, benefits management, and training. It streamlines HR processes, reduces paperwork, and facilitates better decision-making through accurate data and analysis. The document outlines the setup, advantages, and various uses of HRIS, including personnel administration, salary management, and recruitment.
HRIS
- 1. Human Resources Information System
- 2. A cross between Human Resource Management and Information Technology, Human Resource Information System is software solution to perform the HR functions of an organization. The goal of the HRIS is to maximize capacity, accuracy and reliability by merging different parts of human resource management such as payroll, benefits management, employee engagement and training, streamlining the processes and transforming it into a less capital intensive system. Definition of HRIS
- 3. HR data model and HR data privacy policy Digitized and paperless processes Instant access to HR data and HR in the Cloud It describes HR data, how they are structured, where data are stored and which system acts as the master system providing data to other systems in Human Resources and the organization. This document makes lives of HR and IT employees simpler because they know how data flow in HR and the organization. OBJECTIVE OF HRIS
- 4. Digitized HR processes eliminate errors and allow HR employees to spend more time with employees. The HR Technology stores all relevant documents, tracks processes, measures the performance and send automatic reminders to all participants. Accuracy of information& analyses data and reports for internal and external use. HRIS can reduce the amount of paperwork and manual record keeping & quick analysis of HR issues. ATTRIBUTES
- 5. HRIS MODEL
- 7. STEPS OF SETTING UP AN HRIS PLANNING ANALYSIS DESIGN IMPLEMENTATION MAINTENANCE
- 8. 1. Reduction in the cost of stored data in human resource. 2. Higher speed of retrieval and processing of data. 3. Reduction in duplication of efforts leading to reduction in cost. 4. Availability of accurate and timely data about human resources. 5. Better analysis leading to more effective decision making. 6. More meaningful career planning and counselling at all levels. 7. Improved quality of reports. 8. Better ability to respond to environmental changes. 9. More transparency in the system. ADVANTAGES
- 9. The main purpose of maintaining HRIS system is to gather, classify, process, record and disseminates the information required for efficient and effective management of human resources in the organisation. USES OF HRIS Personnel Administration: It encompasses personal information of an employee. These may include name, address, date of birth, marital status, and the date of joining the organisation. It also contains the name and address of next kin of the employee concern. These information describe the employee.
- 10. Salary Administration: One of the functions of HRIS is to provide a report containing information like present salary, benefits, last pay increase and proposed increase in future. Leave/Absence Increase: HRIS is also used to control leave of employees. This is done by maintaining a leave history of each employee. Every employee can be issued an identity card writing every employee’s token number coded on it. Employee’s entry and exit from the organisation should be recorded on the identity card. This reduces chances for malpractice or oversight in calculating wages for each employee.
- 11. Skill Inventory: Recording employee skills and monitoring a skill data base is yet another use of the HRIS. Such a skill record helps identify employees with the necessary skill for certain positions or jobs in an organisation. Medical History: The HRIS is also used to maintain occupational health data required for industrial safety purposes, accident monitoring, and so on. Performance Appraisal: In order to form a comprehensive overview about an employee, HRIS maintains performance appraisal data such as the due date of the appraisal, potential for promotion, scores of each performance criteria and alike. The textual information can be combined with the factual data obtained from the HRIS and the combination of information can be used for imparting training and affecting employee mobility in the form of transfer and promotion.
- 12. Manpower Planning: HRIS is used for manpower planning also. It keeps information of organisational requirements in terms of positions. HRIS connects employees to the required positions in the organisation. It is also used to identify vacancies and establish employees thereon. HRIS can also help identify a logical progression path and the steps to be taken for employee progress/ advancement. Recruitment: Recruitment forms the most essential function of HRM. HRIS helps in the recruitment process in a big way by recording the details of activities involved in employee recruitment. These may include cost and method of recruitment and time taken to fill the positions level wise.