Human resource information system ppt

ne Balen-Climacosa
ine Balen-Climacosa

Human resources have
Human resources have
become a subject that
become a subject that
concerns many of us
concerns many of us
today.
Every
today.
Every
organization, from the
organization, from the
small candy making
small candy making
business to the giant
business to the giant
aircraft manufacturing
aircraft manufacturing
companies rely on their
companies rely on their
respective
human
respective
human
resources departments
resources departments
for various purposes.
for various purposes.

H
U
M
A
N
R
E
S
O
U
R
C
E
S
Y
S
T
E
M
H
U
M
A
N
R
E
S
O
U
R
C
E
S
Y
S
T
E
M


The
Human
The
Human
Resource Information
Resource Information
System
System (HRIS)
(HRIS) is ais a
software or online
software or online
solution for the data
solution for the data
entry, data tracking,
entry, data tracking,
and data information
and data information
needs of the Human
needs of the Human
Resources,
payroll,
Resources,
payroll,
management,
and
management,
and
nting functions
nting functions
ess.
ness.
WhatisHRIS?
WhatisHRIS?

Normally packaged as a data
Normally packaged as a data
base, and
base, and
has different capabilities.
has different capabilities.
HRIS

HRIS
HRIS
Deals with issues such
Deals with issues such
as
recruitment
and
as
recruitment
and
selection,
training,
selection,
training,
appraisal, compensation
appraisal, compensation
and
performance
and
performance
management
of
the
management
of
the
employee.
employee.A system organized to
A system organized to
collect, process, transmit,
collect, process, transmit,
and disseminate data that
and disseminate data that
represent
representuser informat
user informati

Benefits of HRIS
• Administrative
and operational
efficiency incompiling HRdata• Availability of
data for effective
HR strategicplanningUses of HRIS
• Automation of payroll
and benefit activities
• EEO/affirmative action
tracking

TheEvolutionof
TheEvolutionof
theHRIS
theHRIS
1.1.First, paper files w
First, paper files w
in the Personnel department.
in the Personnel department.
2.2.Then, punched card and
Then, punched card and
magnetic media files were
magnetic media files were
located in IS.
located in IS.
3.3.Government legislation in the
Government legislation in the
1960s and 70s eventually
1960s and 70s eventually
called management's attention
called management's attention
to the importance of HR data.
to the importance of HR data.
4.4.In the late 1970's the concept
In the late 1970's the concept
of an HRIS was born.
of an HRIS was born.

AccessingtheHRIS
AccessingtheHRIS
AccessingtheHRIS
AccessingtheHRIS
 Intranet–An organizational
(internal) network that
operates over the
Internet. Extranet–An Internet-linked
network that allows
employees access to
information provided by
external entities.
 Web-based HRIS Uses
–Bulletin boards
–Data access–Emplo

CRITERIA FOR
CRITERIA FOR
SELECTING AN
SELECTING ANHRIS
HRIS

An ability to link
An ability to link
with other databases
with other databases
and computers.
and computers.
INTEGRATION

Network ConfigurationsNetwork Configurations
A star network connects manyA star network connects many
computers and computercomputers and computer
resources, such as a printer, to aresources, such as a printer, to a
central computer called acentral computer called a serverserver
that directs the flow ofthat directs the flow of
information. A token-ring networkinformation. A token-ring network
uses a special message called auses a special message called a
token that travels from computertoken that travels from computer
to computer. The tokento computer. The token
designates which computerdesignates which computer
sends information through thesends information through the
network.© Microsoft Corporation.network.© Microsoft Corporation.

• COMPATIBILITY
COMPATIBILITY
WITH OTHER
WITH OTHER
SYSTEMS/INFOR
SYSTEMS/INFOR
MATION
MATIONDATABASES
DATABASES• INTEGRATE
INTEGRATEINDIVIDUAL
INDIVIDUALSOFTWARE INTO
SOFTWARE INTO
ONE COMPOSITE
ONE COMPOSITE
SYSTEM
SYSTEM
TO OTHER
COMPUTERS
TO INTRANET
APPLICATION
TO OTHER
SOFTWARE
TO PAYROLL
TO OTHER
DATABASES
TO WORD
PROCESSING
TO E-MAIL
AND FAX
TO
REPORTING
SYSTEMS
TO LEGAL
HELP
TO OTHER HR
SOFTWARE
INTEGRATION

The HRIS must red
The HRIS must red
back office work and costs
back office work and costs
and bring speed in
and bring speed in
transactions and sharing of
transactions and sharing of
information for better
information for better
decision-making.
decision-making.
INVESTMENT
INVESTMENT
The HRD managers must do a
The HRD managers must do a
thorough study and analysis
thorough study and analysis
of its information needs.
of its information needs.
COST-
E
F
F
E
C
T
I
V
E
N
E
S
S

Internal
Internalnetworks of
networks ofinformation
informationthrough the
through thecomputer
computeraccessible to
accessible toallall
employees
employees
DATA ACCESSCONTROL
A matter of configuration of
A matter of configuration of
information needed for
information needed for
““View only
View only”” and those that
and those that
are modifiable
are modifiableEmployee self-service
Employee self-service
Updates on HR records
Updates on HR records
(leave,
(leave,
rewards,
rewards,
compensation, etc.)
compensation, etc.)
Online MIS
Online MISAbility to carry large texts like
Ability to carry large texts like
policies and procedures
policies and procedures
Job vacancies integrated with
Job vacancies integrated with
organization’s official
organization’s official
website
websiteLeave records
Leave records

The arrangement with the
The arrangement with the
vendor of the HRIS must
vendor of the HRIS must
ensure that upgrades
ensure that upgrades
are part of the contract,
are part of the contract,
provided at cost or free
provided at cost or free
so that the system is
so that the system is
current and fresh.
current and fresh.
DATA ACCESS
CONTROL

HRD must know on a
HRD must know on a
moment-to-moment
moment-to-moment
basis what the
basis what the
developments in tactics
developments in tactics
of various departments
of various departments
are and new strategies
are and new strategies
employed in order to
employed in order to
adapt quickly to the
adapt quickly to thechanges.
changes.
EAMLESS
Mackinac Bridge
The Mackinac Bridge in northern Michigan is one of the longest suspension
bridges in the world, with a total span of more than 2.5 km (more than 1.5 mi).
It connects Michigan’s Upper Peninsula (between Lake Superior and Lake
Michigan) and Lower Peninsula (between Lake Michigan and Lake Huron).

INTERPRETATION
PRESENTATION
OF DATA
ANALYSIS

KindsofReports
KindsofReports
• Analysis
Analysis
TreesTrees
• Unlimited
Unlimited
User License
User License
• Graphics
Graphics
• Interactive
Interactive
Graphs
Graphs
• Response to
Response to
Pre-Pre-
determined
determined
formulae
formulae
• Drag and
Drag and
drop use
drop use
• Integrations
Integrations
• Analysis
Analysis
through
through
different
different
databases
databases
• Customizable
Customizable
andand
configurable
configurable
system
system

An HRDM has to look
An HRDM has to look
at the volume of
at the volume ofinformation required
information required
which has to be stored.
which has to be stored.
The HRIS must factor
The HRIS must factor
the kind of information
the kind of information
and its volume each
and its volume each
year required for
year required forwarehousing
warehousing
Stored data
Stored datamay range
may rangefrom o
from o
WAREHOUSINGIs the ability
to storeinformation

AN ABILITY TO RETRIEVE
AN ABILITY TO RETRIEVE
INFORMATION EASILY FROM
INFORMATION EASILY FROM
THE MORASS OF
THE MORASS OF
INFORMATION STORED IN THE
INFORMATION STORED IN THE
WAREHOUSE
WAREHOUSE
The HRIS must have the ‘search’
The HRIS must have the ‘search’
capability to retrieve information
capability to retrieve information
quickly
quickly
M
I
N
I
N
G

HRIS
The abilityto beexpandedas thebusinessgrows.
DATA ACCESSCONTROL

Useful incase of systems
Useful incase of systemsbreakdowns
breakdowns
A provision of immediate response
A provision of immediate responseand attention
and attentionMAINTENANCE

Not everyone has the
Not everyone has the
right to access
right to access
USER IDs
USER IDs
Are necessary primarily
Are necessary primarily
to each individual
to each individual
Personal salary
Personal salary
this requires personal pin
this requires personal pin
SECURITY

HRHR
PLANNING
PLANNING
• OrganizationOrganization
chartscharts
• HR policiesHR policies
andand
proceduresprocedures
( on intranet )( on intranet )
• OrganizationOrganization
Rules andRules and
RegulationsRegulations
• HR budgetsHR budgets
• Job AnalysisJob Analysis
and Designand Design
• SuccessionSuccession
PlansPlans
Software andSoftware and
recordsrecords
• JobJob
• Organization
Organization
information
information
• Organization
Organization
standards
standards
• HR Annual
HR Annual
PlanPlan
• Industry
Industry
standards
standards
• Career Plans
Career Plans
Software and
Software and
Records
Records
• Knowledge
Knowledge
and skills
and skills
inventory
inventory
• Hospitality
Hospitality
ng norms
ing norms

Recruitment
Recruitment
• Job descriptionsJob descriptions
• Talent bankTalent bank
• Vacancy detailsVacancy details
• Applicant searchApplicant search
• ApplicantApplicant
correspondencecorrespondence
• ApplicantApplicant
addresses andaddresses and
contact numbercontact number
• OnlineOnline
applicationsapplications
• CompensationCompensation
structurestructure
• Photographs ofPhotographs of
applicantsapplicants
• Records ofRecords of
orientationorientation
programmesprogrammes
• Applicant
Applicant
details
details
• JobJob
specifications
specifications
• JobJob
advertisements
advertisements
and postings
and postings
• Applicant status
Applicant status
• Applicant
Applicant
tracking
tracking
• Standard job
Standard job
offer and
offer and
appointment
appointment
letters
letters
• Department
Department
and unit
and unit
vacancies
vacancies
ob persons
Job persons

Analysisand
Analysisandreports
reports
• Sourcing cost analysisSourcing cost analysis
• Recruitment costRecruitment cost
analysisanalysis
• Sourcing statisticsSourcing statistics
• Vacancy costingVacancy costing

Compensation
Compensation
andBenefits
andBenefits
• CompensationCompensation
and benefitsand benefits
structurestructure
• OvertimeOvertime
recordsrecords
• Individual payIndividual pay
slipsslips
• Leave recordsLeave records
• Leave requestsLeave requests
and entitlementsand entitlements
• WagesWages
administrationadministration
• PerformancePerformance
appraisal ratingappraisal rating
• VacationVacation
• Salary grades
Salary grades
• Attendance
Attendance
• Pay reviews
Pay reviews
and proposals
and proposals
• Deductions
Deductions
• Maternity
Maternity
benefits and
benefits and
trailtrail
• Ad hoc
Ad hoc
payments
payments
• Allowance
Allowance
• Payroll costs
Payroll costs
• Information
Information
on rewards
on rewards

• Programme
Programmescheduling
scheduling(colour planner )
(colour planner )
• Online course
Online coursebooking
booking• Lecturer profiles
Lecturer profiles
• T&DT&D
Administration
Administration• Performance
Performanceappraisal
appraisalrecommendations
recommendations
• Training records
Training records
• Competency
Competencydetails
details
• Course
Course
evaluations
evaluations
Training and
Training andDevelopm
Developm
• Training needs analysis
Training needs analysis
• Budget control and costs
Budget control and costs
allocationallocation
• Trainee profilesTrainee profiles
• Cancellation management
Cancellation management
• Classroom bookings
Classroom bookings
• Post training knowledge
Post training knowledge
inventoryinventory
• Skills gap analysis
Skills gap analysis
• External trainingExternal training
programmesprogrammes

HR AdministrationHR Administration
• HR filesHR files
• Standards lettersStandards letters
• Contracts with vendorsContracts with vendors
• Labour lawsLabour laws
• Budget controlBudget control
• Employee turnoverEmployee turnover
recordsrecords
• Grievance reviewsGrievance reviews
• Expense contol andExpense contol and
managementmanagement
• Personal filesPersonal files
• Staff listsStaff lists
• Employment historyEmployment history
• Competition dataCompetition data
• AbsenteeismAbsenteeism
• Disciplinary reviewDisciplinary review
• HR reportsHR reports
• Time recordingTime recording
• New employee joiningNew employee joining
recordsrecords

Analysis and
Analysis andRecords
Records
• Expensive costs
Expensive costsanalysis
analysis• Expenditure analysis
Expenditure analysis

Employee
EmployeeRelations
Relations
• Union contract
Union contract• History of disciplinary cases
History of disciplinary cases
• Employee recognition record
Employee recognition record
• History of union issues
History of union issues
• Suggestion scheme records
Suggestion scheme records

EmployeeHealth
EmployeeHealth
andSafe
andSafe
• Employee accident
Employee accident
records
records
• Safety rules (on intranet)
Safety rules (on intranet)
• Emergency plan (on
Emergency plan (on
intranet)
intranet)

" Life is a series of tests that offer magnificent
learnings;
either you get an 'A' or you fall short.
Yet in the end,
it is not really about who made it
and who did not.
It is about the learning from each string of
outcomes we gained,
thriving to see who among us becomes better,
tougher and well made after each test."

Human resource information system ppt

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