Human resource information system
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This document discusses human resource information systems (HRIS). It begins by defining HRIS as a systematic way to store and analyze employee data to aid decision making. The objectives of HRIS are to provide comprehensive and up-to-date information at a reasonable cost while ensuring data security and privacy. HRIS contains information on jobs, positions and people. It supports strategic, tactical, and operational human resource functions. Common HRIS subsystems include recruitment, payroll, and performance appraisal. Implementing HRIS involves planning, analysis, design, implementation and maintenance. HRIS provides benefits like faster data retrieval and processing, reduced costs, and more effective decision making. However, limitations include potential expenses and issues with computer literacy.
Human resource information system
- 2. CONTENTS • Definition of HRIS • Objectives • Attributes • HRIS containing Information about • HRIS Model • HRIS supports • Subsystems of HRIS • Implementing HRIS • Applications of HRIS • Management Information System • Importance and Benefits of HRIS • Limitations of HRIS • Barriers to the success of HRIS
- 3. DEFINITION OF HRIS • It is a systematic way of storing data & information for each individual employee to aid planning, decision making & submitting of returns and reports to the external agencies. • A method by which an organization collects, analyses & reports the information about people and job.
- 4. ObjECTIvES OF HRIS • To offer sufficient, comprehensive & ongoing information about people & jobs. • To supply up to date information at a reasonable cost. • To offer data security & personal privacy.
- 5. ATTRIbUTES OF HRIS • A part of the organization's larger management information system • An integration of HRM and Information Systems • Helps HR managers to perform the functions in an effective and systematic way • The system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding human resources • To make decisions H.R. and line managers require accurate human resource information
- 6. HRIS CONTAINS INFORMATION AbOUT: ========================= •Jobs •Positions •People
- 7. HRIS model
- 8. HRIS SuppoRtS In: • The strategic, tactical & operational use of the human resource of an organization • Collect, store and process employee information • Provide reliable information for decisionmaking • Allow organisation to assess effectiveness of HR policies, programmes and decisions
- 9. HumAn ReSouRCeS InFoRmAtIon SYStem SYSTEM DESCRIPTION TRAINING & DEVELOPMENT TRACK TRAINING, SKILLS, APPRAISALS CAREER PATHING DESIGN EMPLOYEE CAREER PATHS COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS HUMAN RESOURCES PLANNING PLANLONG-TERM LABOR FORCE NEEDS
- 11. StepS oF SettIng up An HRIS Planning Analysis Design Implementation Maintenance 11
- 12. StepS In plAnnIng • Inception of idea • Feasibility study • Selecting a project team StepS In AnAlYSIS •Defining the Requirement •Vendor Analysis •Contract negotiations
- 13. StepS in DeSigning • Examines the flow of Information • Identification of gaps and outlines StepS in implementing • Training • Implementing • Tailoring the system • Collecting data • Testing the system • Starting up • Running in parallel
- 14. StepS in maintenance • Maintaining of HRIS • Auditing
- 15. applicationS of HRiS Personnel administration Salary administration Leave/absence recording Skill inventory Medical History Accident monitoring Performance appraisal Training and development Human resource planning Recruitment
- 16. impoRtance of HRiS Large amount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization
- 17. BenefitS of HRiS • 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
- 18. contD…. • Fast response to answer queries • Improved quality of reports • Better work culture • Establishing of streamlined and systematic procedures • More transparency in the system
- 19. Limitations of HRis • It may be expensive in terms of finance and manpower • It may be inconvenient for computer illiterates or people with mere knowledge of computer • Computers can not substitute human
- 20. BaRRieRs to tHe success of HRis Lack of management commitment Satisfaction with the status quo No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration
- 21. RefeRences Books Rao, V.S.P., (2006), Human Resource Management, 2nd edition, Excel Books, N. Delhi inteRnet http://www.hrtotal.com/hris.asp http://management.about.com/cs/peoplemanagement/g/HRIS.htm
- 22. tHank You
Editor's Notes
- #12: Typical steps in the development of new or modifying and existing HRIS Notice the overlap, some work on next steps can begin while other phase completed. Phase containment--identify potential problems early in the development process. The earlier you identify, the much less costly it will be down the road. Eg. Payroll miscalculations due to improper systems test (either under or over paying)--either way costly to org. Ceriello book doesn’t identify Analysis as a step; it appears he lumps Analysis into the Planning phase. Planning: where are we, where we going, what do we need to do to get there Analysis:study exist systems/gaps; requirements; BPR Design:Design in greater detail specific functions; determine/design best system (new or modified) Implementation: Build, test and rollout system (coding/configure, convert data) Maintenance/evaluate: