REPORT

A Human Resources Information System (HRIS) is a software solution that stores, manages,
and processes detailed employee information as well as rules and procedures connected to
human resources. The HRIS standardises human resources (HR) duties and processes while
promoting accurate record keeping and reporting as an interactive information management
system.
USES OF HRIS
The following are some of the various applications of HRIS in an organisation:
 Personnel Administration: It includes an employee's personal information. Name,
residence, date of birth, marital status, and date of joining the organisation are
examples. It also includes the name and address of the employee's next of kin. This
data is used to describe the employee.
 Salary Administration: One of the HRIS's functions is to provide a report that
includes information such as current salary, benefits, the most recent pay increase, and
a proposed pay increase in the future.
 Increased Leave/Absence: HRIS is also used to manage employee leave and absence.
This is accomplished by keeping track of each employee's leave history. Every
employee might be given an identity card with their token number encoded on it. The
identity card should be used to track an employee's entry and leave from the company.
This eliminates the possibility of human error or oversight when computing
compensation for each employee.
 Skill Inventory: Another application of the HRIS is for keeping track of employee
talents and maintaining a skill database. Employees having the appropriate skills for
specific positions or jobs in an organisation can be identified using such a skill
registry.
 Medical History: The HRIS is also used to keep track of occupational health data that
is needed for industrial safety, accident monitoring, and other applications.
 Performance Appraisal: HRIS maintains performance appraisal data such as the due
date of the appraisal, possibilities for promotion, scores of each performance criteria,
and similar in order to construct a full overview of each employee. The textual data
can be integrated with factual data from the HRIS, and the resulting information can
be utilised to provide training and influence employee mobility through transfers and
promotions.
 Workforce Planning: HRIS is also used to plan manpower. It stores information on
the organization's position requirements. Employees are connected to required
positions in the organisation using HRIS. It's also used to find job openings and hire
people to fill them. HRIS can also assist in determining a reasonable growth route and
the processes necessary for staff advancement.
 Recruitment: Recruitment is the most important job of human resource management.
By capturing the data of activities involved in employee recruiting, HRIS greatly aids
 the recruitment process. These could include, for example, the cost and manner of
recruitment, as well as the time it takes to fill posts at different levels.
 Career Planning: HRIS helps employee growth by giving necessary information such
as which employees have been allocated for particular positions. With other words,
HRIS aids in succession planning.
 Collective Bargaining: HRIS can deliver up-to-date relevant and required
information, facts, and figures via a computer terminal, thereby facilitating collective
bargaining. Collective bargaining might be viewed as "what if analysis" rather than
feelings and fictions. Similarly, HRIS can aid in the maintenance of improved human
interactions inside an organisation.
PURPOSE
The basic goal of an HRIS system is to collect, classify, process, record, and disseminate
information necessary for the organization's efficient and successful human resource
management.
HRIS software has two major components that assist HR professionals with their daily and
long-term objectives. The first is the issue of storage. While it may appear straightforward,
centralising personnel information, records, and other data is the first step in effectively
managing a staff.
It also gives you access to the data you need to make critical decisions about payroll,
bonuses, and other matters. HRIS provides data-driven insights to help you make better
decisions.
The real competence of carrying out HR duties and processes is the second part. To
automate, advanced technology is used.
HRIS BENEFITS
The ability to automate repeating tasks is a significant advantage of HRIS. When it comes to
fresh job vacancies, HRIS also boosts the capacity to reach large candidate pools. This
programme can apply higher applicant selection standards, speed up the onboarding process
with mobile accessibility, and save money by reducing paper usage. HRIS makes it easy to
provide up-to-date materials. Company policies and procedures can be delivered to all
employees at the same time and in real time with this ease. There are numerous other
advantages to HRIS, including:
 Employee engagement is boosted through self-service choices.
 The advantage of open enrolment
 Employee empowerment is a good thing.
 Organizational collaboration has enhanced.
 Capabilities for training have improved.
 Scheduling optimization
  Errors in payroll and employee data were decreased.
 Making better informed judgments using analytics and organisational data

ANALYSIS OF HRIS DEVELOPMENT

A formal document with five sections is called an employee information/detail form. Any
information that an employee would perceive as discriminatory, such as colour, sex, religion,
nationality, and disability, should be avoided.
The sections of a standard employee information form are as follows:
1. Information about the employees
An employee's full name, address, phone numbers, e-mail address, birth date, marital status,
and the contact details of their spouse or partner are all entered in this area.
2. Information on the job
The role, department, employee ID, supervisor, work location, work email address, work
phone number, start date, and salary of an individual are all included in this area.
3. Contact information in case of an emergency
An employee enters the contact information for a relative or friend that the company can
contact in the event of an emergency under this area.
4. Health-related data
Companies may also ask employees health-related questions to identify if they have any
allergies or particular health needs, or if they are covered by the company's health insurance.
If you include such a part in the document, make it a distinct page since the Health Insurance
Portability and Accountability Act mandates that medical data be filed separately.
5. Supplementary information
Some firms may also ask employees to describe their interests and hobbies in order to
determine what projects they could be interested in. Employers can also congratulate
employees on major dates by gathering additional personal information, such as a birthday,
which boosts staff morale.