Post Graduate Diploma in HRM

PQ Level-7 PGDHRM by ProfQual-UK

M-26: Human Resource Information System

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 Regular Corporate Challenges
How
many?
When?

How
What? much?

What
percent? What
amount?

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Regular Corporate Challenges

All these Challenges are about ???

INFORMATION
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 Regular Corporate Challenges
•“how many people work for us?”
•How many employees late in last month?
•How much salary we disbursed for Sales people
•How many employees left within 3 years of time?
•How many hours training we have conducted for
managers and above?
So many questions-------------

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Solution for Corporate Challenge
• How can we develop satisfactory answers to these
questions?
• How can we document and communicate our answers to
others?
• How can we apply these answers during implementation
despite time pressures, scope changes, personnel turnover,
etc.?

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Availability of Data/ Information

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Can we solve all Question now?

Payroll Benefits
Admin.

Applicant DATA
DATA
Tracking

DATA
Training
Mgmt.
DATA

Competency
Modeling DATA
Job
DATA Evaluation

No!! This is Non-optimum HRIS Situation www.worldacademy.uk

Optimum Situation

Payroll Benefits
Admin.

Applicant
Tracking HR DATA Training
Mgmt.

Competency
Competency
Modeling Job
Modeling Evaluation

Integrated HR Systems and Data

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 HRIS
A Human Resource Information System (HRIS), is a software solution for small
to mid-sized businesses to help automate and manage their HR,
payroll, management and accounting activities.

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Definition
“An organization’s conscious patterns for delivering its
l

services, carrying out its processes and managing its

resources.”

In practice - a set of interrelated diagrams, lists and

l

tables that define an organization’s resources and

processes and coordinate their use for maximum results.
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 Continue…
An HRIS generally should provide the capability to more effectively plan,
control and manage HR costs; achieve improved efficiency and quality in HR
decision making; and improve employee and managerial productivity and
effectiveness.

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 History of HRIS
• 1950‟s - virtually non-existent
• 1960‟s - only a select few
• 1970‟s - greater need
• 1980‟s - HRIS a reality in many orgs
• 1990‟s - Numerous vendors, specialties

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Group Work
• Advantage & Disadvantage of HRIS
• Tasks of HR in HRIS design

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Why HRIS is needed?
• Data Availability of employees
• Support to different HR Functions
• Support to different Management queries
• Manage the increasing size of workforce
• Cope with Technological advancement
• Computerized Information System
• HR Process Automation
• Assured, smooth, low cost Data Preservation
• Internal Control & Compliance
• Transparency in different HR Function
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HRIS - Benefits
• 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.
• Fast response to answer queries.
• Improved quality of reports.

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HRIS – Benefits (Cont.)
• Better work culture.
• Establishing of streamlined and systematic procedure.
• More transparency in the system.
• Employee – Self Management.
• Time Saving
• Cost Saving

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HRIS – Limitations
• It can be expensive in terms of finance and
manpower.
• It can be threatening and inconvenient.
• Computer cannot substitute of human beings.
• Change Management is tough
• Absence of logical appeal for requirement of HRIS
• Afraid of the Risk for Technological misuse/abuse
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TYPES OF HRIS.

1. Operational HRIS

2. Tactical HRIS

3. Strategic HRIS

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Operational HRIS

Operational HRIS provides data to support routine and

repetitive human resource decisions.
Information is detailed, structured, accurate and internal.

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TACTICAL HRIS

Supports management decisions emphasizing

allocation of human resources.
The decisions include recruitment decisions, job
analysis and design decisions, training and
development decisions, and employee compensation
plan decisions.

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Strategic HRIS

Strategic HRIS helps top level managers to set goals

and directions for organisation.

Gather and manage information from within and

outside organisation.

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HRIS Customer/ Users
Non Top
Employees
employees Management

Potential
Manager CEO
employees

Analysts
Management
or Power Suppliers Staff
user

Technical
Partners
Staff

Self user
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 Uses of HRIS by end user

• HR Professionals

Reporting and compliance

Payroll and compensation analysis

Benefits administration

Applicant tracking, skills inventory

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 Uses of HRIS by end user

• Functional Managers

Performance management and appraisal

Recruitment and resume processing

Team and project management

Training and skills testing

Management development
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 Who uses HRIS
Uses ofand how
HRIS by isend
it used?
user

• Individual Employees

Self-service benefit options

Career planning

Training and development

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Component of HRIS

Recruitment & Leave Management Succession Labour relation

Selection Module Management

Personal HR Costing
Management
System
Disciplinary
Time & Attendance Process

HR Reporting
Shift & Roaster

Performance
Compensation & management
Benefit Health & Safety Training & learning system
Management Management

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Data Compliance

• Compliance • Compliance • Compliance • Compliance

related with related with related with related with
Collection/ Up Preservation Sharing: Auditing
gradation

• Who, • Where, • What, • Who,

• When, • Who, • When, • When,
• How, • Access • With whom, • How
• Why Control, • Why/Purpose

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