Catalla, Zeej Louise P.

Brucal, John Ephraim E.

HR
INFORMATION
MANAGEMENT
SYSTEM
 HRIMS
Human Resource Information
Management System
• Intersection of human resources
and information technology
through HR software.

• It allows HR activities and

processes to occur electronically.
• Having a unique HRIMS will help
the company to be more flexible
and relevant for the company
 NEED OF HRIMS
Identify Manpower Requirements
It is the information about every job in the organization. It also includes details on
who is the person in the position, responsibilities, needs and the benefits assigned
to the person.
Identifying Resources
HR decides how much manpower will be required in the project. It also helps
determining what are to dispose and not. It also provides who are the persons to
promote, replace and to be trained.
Compliance
It is critical need to manage how employees are treated. It will be easier
when HR handles applicants and employees data from the application to
their termination.
Meeting Training Needs
An HRIMS can help employers manage training needs by allowing
them to complete mandated and optional training.
NATURE AND BENEFITS OF HRIMS
• Comprehensive, accurate, and accessible systems for recording
employee and work data relevant.
• It might be single database or a number od interconnected ones.
• A good HRIMS will allow organization track of employees record.
• The major benefit of HRIMS is that it will offer any employee access
to visual presentations of attendance and leave and the performance of
the staff history that can help HR for the judgments for promotion.
• When administering a benefits system, HRMIS systems can be hugely
useful. For the employers is to keep track on the employees
performance.
 TYPES OF
HRIMS
STRATEGIC HRIMS

TACTICAL HRIMS

OPERATIONAL HRIMS
 STRATEGIC HRIMS
Information Systems Supporting Workforce Planning
Long –terms strategic planning for the expansion, new locations, products
for the identification of the available workforce to be able to achieve the
goals.

Information Systems Supporting Labor Negotiations

Negotiating will requires information from the human resource information
systems that will help analyze the organization’s and union’s positions. It can
be a basis when there is a need to conduct a negotiation.

Specialized Human Resource Information Systems Software

A great deal of software has been specifically designed for human resource
function. It has two categories: comprehensive human resource information
system software and limited-function packages that support one or a few human
resource activities.
 TACTICAL HRIMS
Provides managers with support for decisions that emphasize the allocation of resources.

Job Analysis and Design Information Systems

It includes data from interviews with supervisors and workers. Input that has
information from the unions and competitors. Output of the job analysis that
can be basis of HR decisions.

Recruiting Information Systems

The organization needs to develop a recruiting plan the indicates the
information need for the job analysis and the vacancy position and the
employees performance rates.

Compensation and Benefits Information Systems

It plays an important part in improving an organization’s productivity.

Employee Training and Development System

Training should also be directed those persons interested and capable of
benefiting from it, as identifies by the skills inventory and human resource files.
 OPERATIONAL HRIMS
Provides managers with data to support routine and repetitive HR decisions.
Employee Information System
Employee profile usually contain of personal and organization-related information.
Employee inventory contains preferences for geographical locations and work shifts.
Skill inventory contains work experience, work preferences, interest and special skills.
Position Control System
Job is defined as a group of identified positions. Position consist of tasks performed by a
worker. The purpose of this system is to identify each position in the organization.
Applicant Selection and Placement Information System
The purpose of this system is to assist HR staff in screening, evaluated, selected and
placed the candidates to the position that are open.
Performance Management Information System
It include the performance appraisal data and productivity information data. It is used as an
evidence in employee grievance matter.
Government Reporting and Compliance Information System
It provides information needed both to maintain compliance with government regulations and
to improve productivity and reduce costs associated with employees.
STRATEGIC HR PLANNING AND
HRIMS
WORKFORCE
TOTAL REWARDS
PLANNING

TRAINING AND RISK

DEVELOPMENT MANAGEMENT
 • Increasing employee productivity levels can
dramatically increase the company’s profitability.
• Software solutions like an HRIMS can eliminate
time wasting processes, increase efficiency, and
automate a variety of tasks so any business

PRODUCTIVITY remains effective.

• In the area of HR, employee productivity matter
significally.

AND HRIMS A HRIMS can positively impact the company’s

bottom line through:
• Increases productivity
• Standardized processes
• Better compliance
• Direct cost savings
It is also important to note that HRIMS provides everything needed to be an effective HR manager.
EMPLOYEE PERFORMANCE AND HRIMS
OPTIMAL GOAL SETTING
PERFORMANCE TRACKING
FASTER FEEDBACK
TIES ACTIONS TO CONSEQUENCES
PERFORMANCE REVIEWS
COLLECT FEEDBACK FROM PEERS
THANK YOU!