A human resource management system (HRMS) or human resource information system (HRIS), refers to the systems and processes

at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

The function of human resources (HR) departments is generally administrative and common to all organizations. Organizations may have formalized selection, evaluation, and payroll processes. Efficient and effective management of "human capital" progressed to an increasingly imperative and complex process. The HR function consists of tracking existing employee data which traditionally includes personal histories, skills, capabilities, accomplishments and salary. To reduce the manual workload of these administrative activities, organizations began to electronically automate many of these processes by introducing specialized human resource management systems. HR executives rely on internal or external IT professionals to develop and maintain an integrated HRMS. Before the client– server architecture evolved in the late 1980s, many HR automation processes were relegated to mainframe computers that could handle large amounts of data transactions. In consequence of the high capital investment necessary to buy or program proprietary software, these internally developed HRMS were limited to organizations that possessed a large amount of capital. The advent of client–server, application service provider, and software as a service (SaaS) or human resource management systems enabled increasingly higher administrative control of such [citation needed] systems. Currently human resource management systems encompass : 1. Payroll 2. Time and attendance 3. Performance appraisal 4. Benefits administration 5. HR management information system 6. Recruiting/Learning management 7. Performance record 8. Employee self-service 9. Scheduling 10. Absence management The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills

manipulate. and distribute pertinent information regarding an organization's human resources. as well as outlining what training courses. web based learning or materials are available to develop which skills. development. recruiting through company-facing listings. The .management. or 'ATS'. retrieve. and utilization of labor resource in order to achieve both individual and organizational objectives. while others integrate an outsourced applicant tracking system that encompasses a subset of the above. analyze. and distribute pertinent information about an organization's human resources (Tannenbaum. analyze. Human Resources Management (HRM) is the attraction. compensation and development of the employees of an organization. The training module provides a system for organizations to administer and track employee training and development efforts. compensation planning records and other related activities. The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. evaluation. cross-posting within and across general or industry-specific job boards and maintaining a competitive exposure of availabilities has given rise to the development of a dedicated applicant tracking system. maintain personnel records. store. selection. Employees may query their attendance record from the system without asking the information from HR personnel. The system. placement. qualifications and skills of the employees. HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. Talent management systems typically encompass:     analyzing personnel usage within an organization. Courses can then be offered in date specific sessions. Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). manipulate. normally called a "learning management system" (LMS) if a stand alone product. The module also lets supervisors approve O. job placement. retention. Sophisticated LMS allow managers to approve training. which support recruitment. budgets and calendars alongside performance management and appraisal metrics. Human resource management function involves the recruitment. 1990). Initially. module. The significant cost incurred in maintaining an organized recruitment effort. It is the system used to acquire. store. CDs. selection. retrieve. with delegates and training resources being mapped and managed within the same system. performance appraisals. requests from their subordinates through the system without overloading the task on HR department. hiring. books. Assigning Responsibilities Communication between the Employees.T. recruiting through online recruiting sites or publications that market to both recruiters and applicants. A human resource information system (HRIS) is a system used to acquire. notify employers and provide position management and position control. safety and security. allows HR to track education. employee benefit analysis. identifying potential applicants. businesses used computer based information systems to:    produce pay checks and payroll reports. Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. health. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields. Many organizations have gone beyond the traditional functions and developed human resource management information systems. pursue talent management.

Human resource and line managers require good human resource information to facilitate decision-making. production. o o o o Faster information process. Structure Develop IT HRIS Benefits: HRIS has showed many benefits to the HR operations. 1992). to name just a few. and Enhanced employee communications (Overman. Barriers to the success of an HRIS: o o o o Lack of management commitment Satisfaction with the status quo No or poorly done needs analysis Failure to include key people . An extensive study by Towers Perrin study revealed the following benefits of Application of HRIS HRIS can be applied in the following areas of HRM                   HR planning Succession planning Work force planning Work force dynamics analysis Staffing Applicant recruitment and tracking Employee data base development Performance management Learning and development Compensation and benefits Pay roll Job evaluation Salary survey Salary planning International compensation Benefits management Develop innovative Org. and marketing functions.HRIS system is usually a part of the organization's larger management information system (MIS) which would include accounting. Greater information accuracy. A few of them can be detailed as. Improved planning and program development.

iVantage is a Web-based HRIS product designed for organizations with up to 10. Applicant/Requisition Tracking. emergency information. Reviews and tracking. Oracle Learning Management. Human Resource MicroSystems: sophisticated data collection and reporting. HR Automation (eNotification and eScheduler). Workforce Planning. to someone else or to everyone using HRA . Leave Tracking Module         Critical Analysis Although almost all HR managers understand the importance of HRIS. career development. Skills tracking. SPECTRUM HR: iVantage® and HRVantage®. flexible spending accounts. Assess management skills and talents. Disciplinary Actions. time off. Reminders. Employee Summary Screen for Basic. Leave (Absenteeism) and Salary/Position History.000 employees. CORT: HRMS: applicant tracking. Wages information. Reports-to information. internal Messaging System for leaving reminders to yourself. Payroll. This is because of a number of reasons. Evaluators.very useful for Benefit Applications. compensation. employee profiles. skills shortages. align succession plans etc. HRSOFT: Identify and track senior managers. Documents and photos.HRMS: Oracle iRecruitment. Separation information. EEO. resumes. Cost center tracking. Discover talent deep. Training Administration. Oracle Time and Labor PEOPLESOFT: Enterprise eRecruit. Enterprise Services Procurement. Warehouse SAP HR: Human Capital Management (HCM) for Business. Status tracking. VANTAGE: HRA: 'Point-and-Click' report writing. the general perception is that the organization can do without its implantation. Enterprise Resume Processing. Competency Management. Mass update and change tools etc.o o o o o HRIS software: 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   Abra Suite: for human resources and payroll management ABS (Atlas Business Solutions): General Information. Notes customer information. Organization Charts. Attendance tracking and calendars. employment history. Hence only large companies have started using HRIS to complement its HR activities. Job history tracking. unexpected vacancy. Special Events. qualifications. Wage information. All-in-One: Rapid HR. skills & training module. and Performance Pro (performance management) ORACLE. HR Intelligence. Identify individuals for promotion. Position Control/Succession Planning. Generate a wide range of reports. . HRIS-Pro Net (employee/managerial self-service). Oracle Self-Service Human Resources. But HRIS would be very critical for organizations in the near future. replacement tables and succession analysis reports.

reliable. They are also coming up with very specific software modules. and will require less response time and full effort will be made in this regard. 2. 3. . SAP and Peoplesoft provide HR modules within their business intelligence software. which would cater to any of their HR needs. the system will be speedy. The software will be easy to alter and will have proper documentation. Employee empowerment. so there is no chance of inconsistency. Hence HRIS would soon be an integral part of HR activities in all organization. The application software will have a Graphical User Interface (GUI) developed using MS Access. There should be no change in the existing manual system. 1. 5. I create the different table. Other Objectives are: 1.e. State of the art technology will be used in order to avoid unauthorized access of restricted data. 6. 4. Project based work environment. is also provides the facility to print the information. Learning organization The primary reason for delay in HRIS implementation in organizations is because of the fear psychosis created by "technology" and "IT" in the minds of senior management. 3. Ms Access xp great integration with operating systems like Windows 98. But trends are changing for the better as more and more organizations realize the importance of IT and technology. This computerize System will give the complete information about the Patients just like the manual system. 4.Windows 2000 and xp. The system should be fast and reliable. It should be user friendly and easy to understand. HRIS developement Objectives Following are the objectives of the HRIS. All the data are stored in the different tables. 7. 2. Depending upon the hardware installed and quality of software. Increase of knowledge workers & associated information. Major HRIS providers are concentrating on the small and middle range organizations as well as large organizations for their products.     Large amount of data and information to be processed. So as users with little knowledge about the computer to operate the database. Data should be secure. They may not be very tech savvy and fear being left out. The same system can be used for manual system i. so to avoid redundancy.

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