Lesson 2

JOMO KENYATTA UNIVERSITY
OF
AGRICULTURE & TECHNOLOGY
JKUAT SODeL
SCHOOL OF OPEN, DISTANCE AND eLEARNING
P.O. Box 62000, 00200

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Nairobi, Kenya

E-mail: elearning@jkuat.ac.ke
HEH 2410: Human Resource Information Systems
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This presentation is intended to covered within one week.
The notes, examples and exercises should be supple-
mented with a good textbook. Most of the exercises have
solutions/answers appearing elsewhere and accessible by
clicking the green Exercise tag. To move back to the same

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page click the same tag appearing at the end of the solu-
tion/answer.
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Errors and omissions in these notes are entirely the re-

sponsibility of the author who should only be contacted
through the Department of Curricula & Delivery

(SODeL) and suggested corrections may be e-mailed to
elearning@jkuat.ac.ke.
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JKUAT: Setting trends in higher Education, Research and Innova-
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LESSON 2
Data Management
Learning Objectives
After reading this lesson you should be able to know about

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• Data management for Human Resource Information Sys-
tem
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• Data formats

• Entry procedure & process
• Data storage & retrieval
• Transaction processing
JJ II • Oce automation
J I • Information processing and control functions

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• Design of Human Resource Information System
• Relevance of decision making concepts for information sys-
tem design
• Human resource management needs analysis

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• Concept & mechanics
• Standard software and customized software

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• Investment in Human Resource Information System

The human resource of any organization is recognized as the
greatest asset. With high training and educational standards,
numerous technical and professional certications, job descrip-
tions and classications, benets coverage, changing work envi-
JJ II ronments, health and safety issues, diverse working conditions
J I and pay scales, it is very much necessary to develop a compre-
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hensive Human Resource Information System to address these
issues on a secure database.
2.1. Information System

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Information system is a systematic formal assemblage of compo-
nents to perform data processing operations of an organization
for
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1. Meeting legal data processing requirements,

2. Providing information to managers to carry out their func-
tion eectively and
3. Providing various useful reports required.
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2.1.1. Management Information System (MIS)

The Management Information System refers to connection of
managed operating system by exchange of information. It is
the operative system required to perform variety of functions

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to produce useful outputs for ecient management of an orga-
nization. It is very signicant to nd that more and more or-
ganizations emphasize application of management information

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system for increase in the eciency of management. The Man-

agement Information System utilizes computer hardware and
software, manual procedures, management decision models and
a database to provide information in support of management op-
erations, and decision-making function in an organization. MIS

JJ II is organized method of providing past, present and projected in-
J I formation relating to internal operations of an organization and
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external intelligence by good environmental scanning technique.
2.1.2. Human Resource Information System (HRIS)

Human Resource Information System refers to the system of
collecting, recording, classifying, presenting, processing, storing

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and disseminating various information, required for ecient and
eective management of human resources in an organization. In

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order to manage diverse, expensive, and human resource infor-

mation in complex environment, human resource department
of various organizations have increasingly used computer based
human resource information system.
Human Resource Information System (HRIS) supports strate-
JJ II gic and operational use of the human resource.
J I HRIS is required for the following purposes.
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1. Planning human resource requirements of organization
2. Employee training & development to increase eciency
3. Formulation of policies and program relating to human
resource
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The Human Resource Information System (HRIS) is a soft-
ware package that provides a complete management system for
human resource activities in small-to-medium-sized businesses.

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They help streamline administrative procedures, manage em-

ployee benets, reduce the need for paperwork and manual records,
and keep track of all personal and job related employee data.
The Human Resources Information System is helpful for dier-
ent organizations to set measurable benchmarks to acquire, train

JJ II and retain the best employees, co-ordinate employee job descrip-
J I tions with areas of responsibility, schedule training for recerti-
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cation, safety, and revised work procedures, provide incentives
to motivate and improve employee performance, track accident
statistics and implement corporate strategies to improve overall
health and safety. While the database provides quick access and
track for the entire work history, every employee can be able
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to view only their personal information over systematic human
resource information system. HRIS can handle management of

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benets for both HR personnel and company employees. HR

directors can import payroll and benets data into HRIS from
in-house and outside sources. This allows them to manage all
facets of HR from a single location. It also provides employees
with self-service access to their accounts. With a secure system
JJ II that requires a log in ID and password for each user, employees
J I can check vacation balances, review benets data, and update
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personal information without having to rst contact HR sta.
2.1.3. Basic Features of HRIS

In lieu of standardized paperwork, HRIS allows employees to ll
out forms online, make changes based on life events, and get in-
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formation on their benets at any time. Rather than pulling an
employee's le, HR personnel can refer any information about

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an employee through the system, including personal informa-

tion, benets, number of dependents, emergency contacts, and
job history.
HRIS includes both standardized and customized reports.
Standard reports feature templates for various administrative
JJ II purposes including employee reviews, record keeping, workers'
J I compensation, employment history, and absence tracking. Cus-
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tomized reports are created that incorporate categories and in-
formation unique to business. Most HRIS applications have
a comprehensive tracking system. HRIS tracking capabilities
can maintain grievances led by or against the employee stem-
ming from discipline, disputes, and complaints. Quick refer-

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ence guides can be available relating to all areas of the Human
Resources Information System, including sta benets, bene-

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t contribution rates, calendars, personnel change reason codes,

and the payroll process owchart. Detailed instructions regard-
ing establishing and changing employee benet and deduction
information, including retirement, pension, health care, exible
spending accounts and employee selected deductions.
JJ II Documentation on the human resource accounting structure
J I can be possible; including sta benet calculations and charges,
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review and correction of human resource accounts. Documen-
tation is helpful for payroll issues, including time reporting re-
quirements, check and auto deposit distribution, taxable ben-
ets, terminations, review and correction of employee pay and
leave, and tax forms. Instructions and forms for employees to

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establish or change their employee information related to the
Human Resources system, including name, address, retirement,

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pension, and health care.

2.1.4. Data Management for HRIS

Only some of the organizations have sucient policies and pro-
cedures in place to collect the majority of necessary human re-
JJ II source data. For those not having sucient policies and pro-
J I cedures in place, this deciency limit their ability to extract,
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report or analyze performance in areas where information is not
collected and maintained in a structured format.
The organizations themselves should be aware of many of
the shortcomings in their HR data. Partly, this may be the re-
sult of a number of internal audits that had been carried out

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in the organizations, and partly, feedback from sta and exter-
nal bodies. Issues surrounding data quality indicates that data

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collection policies and procedures are not always implemented

successfully in practice.
The organizations, which take, planned and measured ap-
proach to the implementation and ongoing management of their
HRIS, tend to make more eective use of their systems. These
JJ II organizations were better positioned to generate information for
J I a greater range of strategic and operational human resource pur-
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poses. The other organizations take a less structured, more ur-
gent approach, as short-term human resource processing require-
ments drove their management of the system.
• Elements of Data Management

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As noted above data management can be viewed as comprising
the following tasks:

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• Capture refers to movement of data from the instrument or
simulation to the storage mechanism. This often involves

some form of data selection or compression. It also involves
the creation of Meta data.
• Storage refers to the place and procedure required for stor-
JJ II age of data by the use of automated data vaults and tape
J I stores
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• Management refers to indexing and cataloguing the data
and providing methods to organize and move it from site
to site or between programs which involves meta data and
self-dening data formats.

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• Analysis refers to processing or fusion and mining the data
to extract the science.
• Visualization refers to presenting the data in a variety of

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forms to aid analysis and the dissemination of results.

2.2. Data Format

Only some of the organizations had sucient policies and proce-
dures in place to collect the majority of the necessary HR data.

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For those not having sucient policies and procedures in place,
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this deciency may limit their ability to extract report or ana-
lyze performance in areas where information cannot be collected
and maintained in a structured and easy to access format. Data
has motion, going from one location to another. It is more and
more moving between systems, persons, departments, and orga-

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nizations. This is essential, as it indicates that data is actually
used, rather than just stored. In order to emphasize the actual

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use of data, there is need for information or knowledge. When

data is in motion, there is not only a change of place or position,
but also change in other aspects. The data format may change
when it is transferred between systems. This includes changes
in data structure, data model, data schema, data types, etc.
JJ II The interpretation of data may also vary when it is passed
J I on from one person to another. Changes in interpretation are
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part of data semantics rather than data structure. The level of
detail may change in the exchange of data between departments
or organizations, e.g. going from coworkers to managers or from
local authorities to the central government. In this context often
changes are seen in the level of detail, by the application of ab-

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straction, aggregation, generalization, and specialization. More-
over, the systems development phase of data models may vary.

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This is particularly the case when implementation-independent

data models are mapped to implementation-oriented models (e.g.
semantic data models are mapped to operational database spec-
ications).
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2.2.1. Common Data Format

The Common Data Format is a self-describing data format for
the storage and manipulation of scalar and multidimensional
data in a platform and discipline independent fashion. When

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one rst hears the term Common Data Format one intuitively
thinks of data formats in the traditional sense of the word. Al-
though there may be own internal self-describing format, it con-

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sists of more than just a data format. This is a scientic data

management package, which allows programmers and applica-
tion developers to manage and manipulate scalar, vector, and
multi-dimensional data arrays. Therefore, programmers are not
burdened with performing low level physically format and un-

JJ II format data le.
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2.2.2. Entry Procedure and Process

All organizations should have appropriate guides and instruc-
tions, which outline the processes for entering data and prepar-
ing reports from their HRIS systems. However, in most cases,

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considerable eorts and resources are required to collect and
arrange the data for presentation to users.
Lack of awareness of the capabilities of the HRIS, and lack of

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sta training, also indicates that the capabilities of HRIS are not

being maximized in the most ecient and eective manner. In
most of the organizations, there may be a number of signicant
gaps in the human resource reports produced for management.
These gaps may be the result of the organizations not identifying

JJ II these issues as information needs or not having policies, proce-
J I dures and systems in place to capture required information.
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• Information used for Decisions

All organizations should use information from the HRIS to mon-
itor progress in some important HR areas and to make decisions
regarding key operational issues. Although shadow systems were

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sometimes used to generate additional HR data, particularly for
some of the more strategic HR issues, this represented something
of a missed opportunity. However, many managers consider that

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there is scope to improve the information that is provided to

them on a regular basis.
• Continuous Improvement
Although the organizations review aspects of their HR informa-
tion needs, processes and data quality from time to time, it is not
JJ II usually done as part of a systematic management plan and busi-
J I ness plan. There may be lack of basic nancial and operational
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information on costs, which made it impossible for the organiza-
tions to measure the cost-eectiveness of their HRIS, including
core and shadow systems, and the return on their investment.
• Human Resource Process

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The Human Resource Process includes maintenance of person-
nel records, annual review and revision of employee handbook,
audit of HR strategies, policies and procedures, implementa-

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tion of employment/termination procedures, employee develop-

ment program, performance management process, on-site sup-
port, employee retention programs, employee morale building,
and compensation plan review.
• Recruiting and Employment Process

JJ II Dierent activities of recruiting service process are employment
J I verication, job description development strategy, applicant screen-
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ing, reference and background check, conduct of interviews etc.
This process involves back oce support for recruitment pro-
cesses, skill testing and new employee orientation program.
• Benets Administration Processes

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Various activities of this process are brokerage services, custom
benet plan strategies and design, benet analysis, cost con-
trol and reduction, recommendations, development of employee

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communications, eligibility and enrollment services, employee

claims resolution, monthly invoice audit and reconciliation, on-
line employee access to benets information, health and wel-
fare, dened benet, dened contribution, employee call center,
Ecommerce etc.
JJ II • Other Processes
J I Other processes are payroll process, HR outsourcing processes,
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talent solutions consulting processes, contact center processes,
health care processes, talent and organizational change processes,
personnel policies & procedures, human resource administration
processes, training & development processes, wage and salary
administration processes, employee relations processes, knowl-

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edge management processes etc.
2.3. Data Storage and Retrieval

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A data storage and retrieval system separates information re-
garding the expertise of individuals into four les, which can
be independently and separately accessed. The records in the
various les include elds for indicating the beginning and end
JJ II of a range of topics within a hierarchical classication system,
J I the level of the topic within the classication system and a eld
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for facilitating alphabetic sorting of topics independently of hi-
erarchical level, and a novel code format for the beginning and
end of range indicators permits a small computer to eectively
manipulate data in a hierarchical classication system.

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2.3.1. Data Storage

Data storage is a method of operating a computer system hav-
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ing memory for storing and retrieving information concerning a

subject, which comprises the following:
1. In the computer system memory, storing subject data con-
cerning a plurality of subjects wherein said data includes
descriptive phrases regarding various matters with which
JJ II said subjects are concerned and wherein said data includes
J I identifying information for identifying the subjects associ-
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ated with said descriptive phrases;
2. Assigning selected designation numbers to said descriptive
phrases and storing said selected designation numbers in
the computer system memory in association with the cor-

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responding descriptive phrases and with the identifying
information wherein said designation numbers correspond
to a respective plurality of topics;

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3. In the computer system memory, storing a plurality of

topic headings with each heading being designated to in-
clude a specied range of designation numbers;
4. In the computer system, for each designation number as-
signed to a descriptive phrase, determining which of said

JJ II topic heading range includes said designation number and
J I storing that designation number and corresponding de-
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scriptive phrase in association with the associated topic
heading;
5. Searching the computer system memory for one of the
phrase descriptive of a selected matter of interest, a range

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of designation numbers, and a designation number, and if
a descriptive phrase is identied, determining the designa-
tion number;
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6. Using one of said range and designation number deter-

mined in step
7. to retrieve from the computer system memory the cor-
responding identifying information concerning the associ-
ated subject.
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2.3.2. Primary Storage

Primary storage relates to semiconductor memory chips and is
used to store the data and program currently in use. In some
data processing, all instructions and data are entered in pri-

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mary storage by which the computer completes its processing
for results to be presented. Each storage element of memory is
directly accessible which can be examined and modied without

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aecting other cells. Thus primary memory is also called Ran-

dom Access Memory (RAM). In some applications, computer's
primary storage capabilities are insucient and unable to han-
dle the instructions and data needed for processing. Primary
storage has volatile memory for which it is desirable to save the

JJ II results of processing.
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2.3.3. Secondary Storage

Secondary storage is the nonvolatile memory that is stored exter-
nally to the computer. Three secondary storage media used with
all sizes of computer are magnetic tapes, magnetic disks and op-
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tical technology. Through secondary storage, large volume of
information can be conveniently stored for future retrieval. The
two types of secondary memory available are serial access mem-

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ory and random access memory. It is helpful to understand in

terms of a cassette tape to provide serial access memory and
L.P. record to provide random access memory.
2.4. Data Warehouse for Storage

JJ II A data warehouse is a computer system designed for analyzing
J I the historical data of an organization, such as sales, salaries,
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or other information from day-to-day operations. Normally, an
organization summarizes and copies information from its opera-
tional systems (such as human resources) to the data warehouse
on a regular schedule, such as every night or every weekend; after
that, management can perform complex queries and analysis on

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the information without slowing down the operational systems.
The data warehouse also normally stores information at a

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coarser grain than the operational systems: for example, if the

operational systems contain a record for every sale, the data
warehouse might simply contain the total number of sales for
each product at each store. The data warehouse need not be a
relational database, as it must be organized to hold information
JJ II in a structure that best supports not only query and report-
J I ing, but also advanced analysis techniques, like data mining.
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Most data warehouses hold information for at least one year
and sometimes can reach half century, depending on the busi-
ness/ operations data retention requirement. As a result these
databases can become very large.

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2.4.1. History of Data Warehousing

Data Warehouses became a distinct type of computer database
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during the late 1980's and early 1990's. They developed to meet

a growing demand for management information and analysis
that could not be met by operational systems. Operational sys-
tems were unable to meet this need for a range of reasons:
• The processing load of reporting reduced the response time
JJ II of the operational systems,
J I • The database designs of operational systems were not op-

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timized for information analysis and reporting,
• Most organizations had more than one operational system,
so companywide reporting could not be supported from a
single system, and

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• Development of reports in operational systems often re-
quired writing specic computer programs which was slow
and expensive
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• As a result, separate computer databases began to be built

that were specically designed to support management in-
formation and analysis purposes. These data warehouses
were able to bring in data from a range of dierent data
sources, such as mainframe computers, minicomputers, as

JJ II well as personal computers and oce automation software
J I such as spreadsheet, and integrate this information in a
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single place. This capability, coupled with user-friendly
reporting tools and freedom from operational impacts, has
led to a growth of this type of computer system.
• As technology improved (lower cost for more performance)

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and user requirements increased (faster data load cycle
times and more features), data warehouses have evolved
through several fundamental stages:

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• Oine Operational Databases- Data warehouses in this

initial stage are developed by simply copying the database
of an operational system to an o-line server where the
processing load of reporting does not impact on the oper-
ational system's performance.
JJ II • Oine Data Warehouse- Data warehouses in this stage

J I of evolution are updated on a regular time cycle (usually
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daily, weekly or monthly) from the operational systems
and the data is stored in an integrated reporting-oriented
data structure
• Real Time Data Warehouse- Data warehouses at this stage

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are updated on a transaction or event basis, every time an
operational system performs a transaction (e.g. an order
or a delivery or a booking etc.)

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• Integrated Data Warehouse- Data warehouses at this stage

are used to generate activity or transactions that are passed
back into the operational systems for use in the daily activ-
ity of the organization. Data warehouse operations com-
prise of the processes of loading, manipulating and extract-

JJ II ing data from the data warehouse. Operations also cover
J I user management, security, capacity management and re-
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lated functions.
• Optional Components
In addition, the following components also exist in some data
warehouses:
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1. Dependent Data Marts: A dependent data mart is a phys-
ical database (either on the same hardware as the data

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warehouse or on a separate hardware platform) that re-
ceives all its information from the data warehouse. The

purpose of a Data Mart is to provide a sub-set of the data
warehouse's data for a specic purpose or to a specic
sub-group of the organization.
JJ II 2. Logical Data Marts: A logical data mart is a ltered view
J I of the main data warehouse but does not physically exist as
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a separate data copy. This approach to data marts delivers
the same benets but has the additional advantages of not
requiring additional (costly) disk space and it is always as
current with data as the main data warehouse.

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2.4.2. Dierent Methods of Storing Data

All data warehouses store their data grouped together by sub-
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ject areas that reect the general usage of the data (Customer,

Product, Finance etc.). The general principle used in the major-
ity of data warehouses is that data is stored at its most elemental
level for use in reporting and information analysis. Within this
generic intent, there are two primary approaches to organizing
JJ II the data in a data warehouse.
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• Dimensional Approach
The rst is using a dimensional approach. In this style, infor-
mation is stored as facts which are numeric or text data that
capture specic data about a single transaction or event, and

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dimensions which contain reference information that allows
each transaction or event to be classied in various ways.
As an example, a sales transaction would be broken up into

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facts such as the number of products ordered, and the price paid,

and dimensions such as date, customer, product, geographical
location and sales person. The main advantages of a dimensional
approach are that the Data Warehouse is easy for business sta
with limited information technology experience to understand
JJ II and use. Also, because the data is pre-processed into the dimen-
J I sional form, the Data Warehouse tends to operate very quickly.
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The main disadvantage of the dimensional approach is that it is
quite dicult to add or change later if the company changes the
way in which it does business.
• Database Normalization Approach

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The second approach uses database normalization. In this style,
the data in the data warehouse is stored in third normal form.

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The main advantage of this approach is that it is quite straight-
forward to add new information into the database, whilst the

primary disadvantage of this approach is that it can be quite
slow to produce information and reports.
• Advantages of Using Data Warehouse

JJ II Through data ware house, business decision makers can obtain
J I various kinds of trend reports e.g. the item with the most sales
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in a particular area / country for the last two years. This may
be helpful for future investments in a particular item. There
are many other advantages of using a data warehouse, some of
which are explained below. The data ware house
Enhances end-user access to a wide variety of data.

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• Increases data consistency.
• Increases productivity and decreases computing costs.

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• Combines data from dierent sources, in one place.

• Provides an infrastructure that could support changes to
data and replication of the changed data back into the
operational systems.
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• Concerns in Using Data Warehouse

The use of data warehouse has the following concerns for the
storage of data for an organization.
• Extracting, cleaning and loading data could be time con-

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suming. But this can be made easy with the help of ware-
housing tools.
• Data warehousing project scope might increase.

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• Problems with compatibility with systems already in place

e.g. transaction processing system.
• Providing training to end-users, who end up not using the
data warehouse.
JJ II • Security can be developed into a serious issue, especially
J I if the data warehouse is web accessible.
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2.4.3. Retrieval System

One form of retrieval system relates to locating and retrieving
books in a library. With the advent of computers, the devel-
opment of on-line automated catalogs for bibliographic retrieval

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became a reality. Another form of data retrieval involves search-
ing data bases based on specic query criteria, and such data
storage and retrieval systems of great complexity and sophisti-

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cation are possible With the advent of the personal computer,

three developments occurred. First, data base application pro-
grams are created, which make it possible for any computer-
literate person to create and use his own database. Second, the
data base application programs make it very easy to modify,

JJ II change, and adapt the form and structure of existing databases.
J I Third, by creating individual databases, data control and secu-
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rity is moved much closer to the database. Eectiveness of the
data base application program is directly related to the power,
sophistication, and ease-of-use of the query or search routines
incorporated into the program.
The ability of the data base application program to employ

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Boolean algebraic search routines, combined with the capacity
to handle searches expressed, as complex, large formulas is criti-

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cal. A signicant dimension of a retrieval system is its ability to

dene and accommodate hierarchical searching procedures. This
critical and useful dimension, usually missing from most systems
because of complexity in implementation, must be incorporated
at the time of storage and retrieval. While single-site data bases
JJ II require no special characteristics, data base systems intended
J I for multiple-site conguration pose special problems if the data
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control and security benets inherent in single-site data bases
are not to be compromised in an eort to catalog individuals at
multiple sites and/or to provide multiple-site access to the data
base. Data retrieval can be regarded as a natural instance of
multi criteria decision-making. Queries are formulated as selec-

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tion criteria aggregated by means of appropriate operators. Re-
trieval is then performed as a process by evaluating the degrees

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of satisfaction of the criteria by each document, and then ag-

gregating them. Another decisional instance concerns the prob-
lem of improving retrieval performance by taking into account
user indications on documents relevance. Relevance feedback
mechanisms exploit user-system interaction in order to improve
JJ II retrieval results by means of an iterative process of query rene-
J I ment. In this process the main decisional issue is that of nding
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new concepts, with which to expand-modify the initial query so
that it better reects the user's information needs.
2.5. Transaction Processing

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A transaction is a unit of program execution that accesses and
possibly updates various data items. It refers to collection of
operations that form a single logical unit of 39

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Lesson 2

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JOMO KENYATTA UNIVERSITY

SCHOOL OF OPEN, DISTANCE AND eLEARNING

P.O. Box 62000, 00200

HEH 2410: Human Resource Information Systems

This presentation is intended to covered within one week.

The notes, examples and exercises should be supple-

mented with a good textbook. Most of the exercises have

solutions/answers appearing elsewhere and accessible by

clicking the green Exercise tag. To move back to the same

Errors and omissions in these notes are entirely the re-

sponsibility of the author who should only be contacted

through the Department of Curricula & Delivery

After reading this lesson you should be able to know about

• Data management for Human Resource Information Sys-

• Entry procedure & process

• Data storage & retrieval

J I • Information processing and control functions

• Design of Human Resource Information System

• Relevance of decision making concepts for information sys-

• Human resource management needs analysis

• Concept & mechanics

• Standard software and customized software

• Investment in Human Resource Information System

The human resource of any organization is recognized as the

greatest asset. With high training and educational standards,

numerous technical and professional certications, job descrip-

tions and classications, benets coverage, changing work envi-

JJ II ronments, health and safety issues, diverse working conditions

J I and pay scales, it is very much necessary to develop a compre-

hensive Human Resource Information System to address these

issues on a secure database.

2.1. Information System

Information system is a systematic formal assemblage of compo-

nents to perform data processing operations of an organization

1. Meeting legal data processing requirements,

2. Providing information to managers to carry out their func-

tion eectively and

3. Providing various useful reports required.

2.1.1. Management Information System (MIS)

managed operating system by exchange of information. It is

the operative system required to perform variety of functions

to produce useful outputs for ecient management of an orga-

nization. It is very signicant to nd that more and more or-

ganizations emphasize application of manage- ment information

system for increase in the eciency of management. The Man-

agement Information System utilizes computer hardware and

software, manual procedures, manage- ment decision models and

a database to provide information in support of management op-

erations, and decision-making function in an organization. MIS

external intelligence by good environmental scanning technique.

2.1.2. Human Resource Information System (HRIS)

collecting, recording, classifying, presenting, processing, storing

and disseminating various information, required for ecient and

eective management of human resources in an organization. In

order to manage diverse, expensive, and human resource infor-

mation in complex environment, human resource department

of various organizations have increasingly used computer based

human resource information system.

Human Resource Information System (HRIS) supports strate-

JJ II gic and operational use of the human resource.

J I HRIS is required for the following purposes.

1. Planning human resource requirements of organization

2. Employee training & development to increase eciency

numerous technical and professional certications, job descrip-

tions and classications, benets coverage, changing work envi-

tion eectively and

to produce useful outputs for ecient management of an orga-

nization. It is very signicant to nd that more and more or-

system for increase in the eciency of management. The Man-

and disseminating various information, required for ecient and

eective management of human resources in an organization. In

2. Employee training & development to increase eciency

The Human Resources Information System is helpful for dier-

benets for both HR personnel and company employees. HR

J I can check vacation balances, review benets data, and update

personal information without having to rst contact HR sta.

formation on their benets at any time. Rather than pulling an

employee's le, HR personnel can refer any information about

tion, benets, number of dependents, emergency contacts, and

can maintain grievances led by or against the employee stem-

Resources Information System, including sta benets, bene-

t contribution rates, calendars, personnel change reason codes,

and the payroll process owchart. Detailed instructions regard-

ing establishing and changing employee benet and deduction

information, including retirement, pension, health care, exible

J I can be possible; including sta benet calculations and charges,

ets, terminations, review and correction of employee pay and

J I cedures in place, this deciency limit their ability to extract,

in the organizations, and partly, feedback from sta and exter-

HRIS, tend to make more eective use of their systems. These