HRIS- HUMAN RESOURCE INFORMATION SYSTEM
Download as PPT, PDF8 likes4,246 views
The document discusses the role of technology in human resource planning and management. It describes how information technology can help with workforce analytics, scheduling, and skills inventories. It also explains how technology supports replacement charts and succession management through applications that track employee data, performance reviews, competencies, and development opportunities. Overall, the document outlines how human resource information systems and software help optimize workforce management and strategic decision making.
HRIS- HUMAN RESOURCE INFORMATION SYSTEM
- 1. Contents Human Resource Planning & Technology Introduction to Human Resource Information System Role of Technology in Human Resource Planning
- 3. Information Technology (IT) --- all of the hardware and software, including networking and communication technologies. IT can help project correct demand and supply levels based on realistic scenarios.
- 4. 5 applications that receive the highest IT support: 1. storing important data (wages, vacation, and sick time) 2. transferring employee data between HR and outside payroll systems 3. generating organizational charts 4. posting job openings within the organization 5. tracking labor costs
- 5. 5 applications that receive the lowest IT support: 1. providing employees with self assessment and career development guidance 2. providing employees with ergonomics assessment assistance 3. measuring the needs and results of diversity initiatives 4. letting employees make their own benefits records 5. online service delivery of employee assistance programs
- 6. Information Typically Contained in a HRIS in a large Organization
- 8. The Evolution of the HRIS First, paper files were located in the Personnel department. Then, punched card and magnetic media files were located in IS. Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. In the late 1970's the concept of an HRIS was born.
- 9. HRIS - Introduction Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field. It can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports.
- 10. HRIS Track Personal Records Recruitment & Selection Employment Equity Salary Administration Trng. & Dev. Compensation Employee Relations BenefitsHR Planning Pension Administration Medical Records Health & Safety Job People Positions
- 11. Objectives Of HRIS Effective Planning and Policy Formulation – HRIS provides support for future planning and also for policy formulations, both at micro and macro levels. Monitoring And Evaluation : HRIS facilitates monitoring of human resources demand and supply imbalances and evaluation of the policy n development and utilization of human resource.
- 12. Contd.. Providing Inputs to Strategic Decisions: HRIS provides required inputs to enterprise wide strategic decisions, like redundancy, rightsizing. Also HRIS helps to automate employee related information, cost minimization and faster response to employee related services.
- 13. HRIS model
- 14. HRIS-Stages Of Development Nature and types of HRIS depend on the level and ease of use. Primary Level- The organization is interested in automating processing of routine information. Its focus is on data, storage, processing and information flows at operational level of organization. In HRIS it is called Electronic Data Processing (EDP) which facilitates data and files storage.
- 15. Contd.. Second Level- The focus is shifted from EDP level to management information systems (MIS) level with more inquiry and report generation flexibility. This is intended for middle level managers to control operation, matching budget or projection. For eg. Overshooting of expenses on overtime, its extent and magnitude.
- 16. Contd.. Third Level- The enterprise wide decision support systems is one such HRIS type that facilitates decisions at higher level in the organization. At this stage HRIS is more interactive and capable of developing decision models on many strategic issues.
- 17. ADVANTAGES AND DISADVANTAGES OF HRIS In today's corporate world human resources has come to play a very critical role in a business. Whether it concerns the hiring and firing of employees or whether it concerns employee motivation, the Human Resources department of any organization now enjoys a very central role in not only formulating company policies, but also in streamlining the business process. One of the latest human resource technologies is the introduction of a Human Resources Information System (HRIS); this integrated system is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training, and performance analysis.
- 18. The basic advantage of a Human Resource Information System (HRIS) is not only to computerize employee records and databases but to maintain an up-to-date account of the decisions that have been made or that need to be made as part of a human resource management plan. The four principal areas of HR that are affected by the Human Resource Information System (HRIS) include; PAYROLL TIME AND LABOUR MANAGEMENT EMPLOYES BENEFITS AND HR MANAGEMENT
- 19. Payroll The advantage of a Human Resource Information System (HRIS) in payroll is that it automates the entire payroll process by gathering and updating employee payroll data on a regular basis. It also gathers information such as employee attendance, calculating various deductions and taxes on salaries, generating automatic periodic paychecks and handling employee tax reports. With updated information this system makes the job of the human resource department very easy and simple as everything is available on a 24x7 basis, and all the information is just a click away.
- 20. Time and Labor management In time and labor management a Human Resource Information System (HRIS) is advantageous because it lets human resource personnel apply new technologies to effectively gather and appraise employee time and work information. It lets an employee's information be easily tracked so that it can be assessed on a more scientific level whether an employee is performing to their full potential or not, and if there are any improvements that can be made to make an employee feel more secure.
- 21. Employees Benefits Employee benefits are very crucial because they help to motivate an employee to work harder. By using a Human Resource Information System (HRIS) in employee benefits, the human resource department is able to keep better track of which benefits are being availed by which employee and how each employee is profiting from the benefits provided.
- 22. HR Management. A Human Resource Information System (HRIS) also has advantages in HR management because it curtails time and cost consuming activities leading to a more efficient HR department. Higher Speed of retrieval and processing of data. Reduction in duplication of efforts leading to reduced cost. Ease in classifying and reclassifying data. Better analysis leading to more effective decision making. Higher accuracy of information/report generated.
- 23. Disadvantages Although the system is efficient, but sometimes we face the problems like system slowdown or higher downtimes and if there is some particular limitation in module than work suffers, some HR people are not comfortable in using system efficiently so time is to be given in training for the system. It can be expensive in terms of finance and manpower. It can be threatening and inconvenient. Thorough understanding of what constitutes quality information for the user. Computer cannot substitute human beings.
- 24. HRIS –Products Contents And Features Some of HRIS products listed:- 1. CSS Horizontm 2. Elabour.comtm 3. Oracle 4. SAP@ 5. Smart Stream@
- 25. HRIS - Vendors More than 25, world-wide. Automatic Data Processing Inc. SAP AG Restrac Web Hire Oracle/PeopleSoft Human Resource Microsystems Business Computer Systems Lawson Software
- 26. Contd.. There are many other vendors with standard HRIS packages and each of them disseminate The nature of information that could be made available by their packages in different HR areas. Most of the HRIS vendors have defined their product contents and features, which can be downloaded from internet.
- 27. Conclusion A Human Resource Information System (HRIS) refers to the systems and processes at the intersection between human resource management (HRM) and information technology. The importance of the human resource function and the human resources information system is increasing day by day and it seems to benefit in future.
- 28. Role of Technology in Human Resource Planning
- 29. Workforce Analytics Workforce analytics applications address the challenge of getting business intelligence for strategic decision making. business intelligence: the applications and technologies for gathering, storing, analyzing, and providing access to data to help users make better business decisions. Best applications provide: On-demand access to workforce performance dashboards that place information at the manager's fingertips enabling root cause analysis comparisons trending
- 30. Workforce Management and Scheduling Workforce scheduling and optimization software provides applications for deploying employees most effectively. For example, the software application could create schedules that take various things into account, such as call volumes and meeting times.
- 31. Skills Inventories Skills inventories represent a valuable source of information for assessing the internal supply of talent. These applications would typically contain a personal record or skills profile of each member of the workforce. Included in the inventory are items such as employee name, seniority, classification, part or fulltime work status, work history and record of jobs held in the organization, education, training, skill competencies, areas of expertise, talents, history of performance appraisals, and future jobs desired by or recommended for the individual, as well as hobbies and interests that may be useful for organizational planning.
- 32. Replacement Charts Designates the process of finding replacement employees for key managerial positions. Replacement charts include: Employee performance appraisal data Information about how ready possible successors are to fill key managerial positions Replacement planning software can allow managers to: Track incumbents and candidates Obtain specific information from resumes Track historical pay Track performance details
- 33. Succession Management Is focused on preparing employees for future jobs within the organization. The process is information intensive as it requires information on: Competencies Talent pools Development plans Performance assessments from different sources (including 360 degree feedback, allowing employees to assess their own skills) Development opportunities