Good morning.

Here's the criteria

1.Select you topic. Prepare a 10 to 15 minutes PPT (max)

2. Keep it brief
3.Use minimal text
4. The images and visuals you use during presentation should be catchy.
5. Should be clear and detailed, covering all aspects of your presentation
6. Or you can present in video
7. Don't forget your takeaways
8. References
AFTER
1. Submit a PPT for documentations; be concise; be organized and overall presentation

REPORT OUTLINE
Good day everyone, Doc and to my fellow learners, I am Lynnette Lunaria presenting for Human
Resource Information System or we know as HRIS

At the end of this discussion, we aim to understand what is Human Resource Information System, study
its functions and benefits and lastly understand how it is implemented and its related challenges

Lets now start by defining HRIS

SO a human resources information system (HRIS) is a software solution that maintains, manages, and
processes detailed employee information and human resources-related policies and procedures. Isa
itong interactive system of information management, that standardizes human resources (HR) tasks and
processes while facilitating accurate record keeping and reporting.

Essentially, an HRIS is a “two-way street” in which information about employees is delivered into the
organization and, conversely, PABALIK sa mga employees. So tinatanggal din ng HRIS yung pagprocess ng
paper-based files or hardcopy documents as well as manual HR-related processes, WITH THAT HRIS
offers more seamless, streamlined, and efficient interactions between employees at ng company.

The terms HRIS, human resources management system (HRMS), and human capital management (HCM)
are often used interchangeably. However, there are differences between the three, depending on which
features a company chooses to enable.

HRIS, Originally referred to as a basic system of keeping administrative employee records. As HR

functions became more complex, HRIS incorporates processes such as talent acquisition, recruitment,
and ongoing employee data management and processing. With that it is a database system or collection
of databases that track employee data.

NOW HRMS, Is a complete system used by organizations to manage employee information. It emerges as
organizations began to use increasingly sophisticated software and automated tasks to perform their HR
functions—though it is still used interchangeably with HRIS.
On the othethand, HCM, Refers to an umbrella solution that covers every aspect of the HR function and
workforce management. Additional functionality includes advanced talent management tasks such as
performance management, succession planning, compensation planning, strategic workforce planning,
and every other HR planning activity.

Working with an HRIS has multiple benefits for the organization, HR, as well as sa mga empleyado. Kung
para sa isang maliit na kumpanya na binubuo ng kakaunting empleyado, makakaya pa sya kung lahat
papadaanin sa manual process pero hindi na sya efficient ang ang pinaguusapan natin ay nasa mahigit 50
or 100 empleyado.

At this time, managing this basic information of employees through Excel becomes tedious and simple
procedures like approving employee holidays, overtime, and leaves need to be standardized.

Using an HRIS is especially beneficial for large organizations.

Benefits of an HRIS

Now using HRIS has a number of clear benefits. That’s why companies implement this tool to support
their people operations and to access benefits such as:

1. Record-keeping. An HRIS is a record-keeping system that keeps track of changes to anything

related sa mga employees. May it be mga personal data such as birthday, age, pangalan ng mga
kamag-anak, saan nagtapos ng pag-aaral, TIN number, SSS number, Philhealth, Pagibig number at
madami pang iba
2. Second we have Compliance. Some data is collected and stored for compliance reasons. This
includes material for the identification of employees in case of theft, fraud, or other
misbehaviors, first contact information din in case na may accident or emergency, citizens
identification and mandatory certification. All this information can be stored in the HRIS. It is
essential that data is stored safely and securely, in line with data privacy law.
3. Third we have Efficiency. Having all this information stored in one place not only benefits
accuracy but also saves time. So this is specifically true sa mga malalaking kumpanya na may
madaming employees. With HRIS, just a few click sa computer or sa phone, mahahanap na yung
information na kailangan.
4. Fourth benefit we have HR strategy. The HRIS permits the tracking of data required to advance
the HR and business strategy. Depending on the priorities of the organization, different data will
be essential to track. So isa to mga hinahighlight na benefit ng HRIS.
5. Lastly ay Self-Service HR. Or yung ability ng HRIS to offer self-service HR to employees and
managers. This enables employees to manage their own affairs- such as filing ng leave, overtime,
time-off and as well para din sa mga nag-aapprove nito. When done right, the HRIS can offer a
good employee experience.

HRIS functions

Now lets proceed with the FUNCTIONS. There are different kinds of HRIS systems and software but
regardless it offers the basic functionalities of the HR such as:
 1. FIRST, Applicant Tracking System (ATS). So with HRIS it tracks candidate information and resumes,
enables recruiters to match job openings to suitable candidates and helps in guiding the hiring
process.
2. SECOND we have Time & Attendance. This function gathers time and attendance data from
employees. So kung dati yung time logs ay sinusulat sa time log book or sa isang timesheet tapos
may isang naka-assign na magencode sa excel for attendance tracking with HRIS, workers can
now record their time using fingerprint or pagtap ng card sa isang machine tapos automatic na
syang marerecord. With the Company that I am currently affiliated with, we have a mobile app
sa mga devices namin that is connected with the HRIS. Tapos mag seselfie kami dun pagkapasok
and pagkaout. That will serve as our time in and out. So ayun, HRIS gives an exact time for arrival
and departure. Any issues with tardiness can be easily detected.
3. Thrid we have Payroll. With HRIS it automates the pay process of employees. So there is no need
to compute on excel kasi automatic na syang igegenerate ni HRIS ofcourse ther might be
interventions such as yung encoding ng deductions, allowances, or other benefits.
4. Fourth we have Benefits administration. In which the enployees can easily access or be aware of
the benefits that are applicable to them such as maternity or paternity leave, reimbursements of
sick days, educational allowance if meron, and other. As well as yung request and approval of
those can also be made within the HRIS
5. Fifth we have Training. Wherein learning and development is a key element when it comes to
employee management. With this fuction, it allows HR to track qualification, certification, and
skills of the employees, as well as an outline of available courses suitable to the employees.
6. Sixth we have Performance management. Such as keeping track of employee ratings, feedbacks,
and their progress
7. Seventh is Succession planning. Or creating a talent pipeline and having replacements available
for key roles in the organization
8. We also have Employee self-service. Which is also mentioned as a benefit. In which
organizations give emphasis on having employees and their direct supervisors manage their own
data.
9. LASTLY we have Reporting & Analytics. HRIS enables the creation of automated HR reports on
various topics like employee turnover, absence, performance, and more. Analytics involves the
analysis of these insights for better-informed decision making.

HRIS implementation in 6 steps

How does HRIS is being implemented or paano din ba nag-aavail ng HRIS yung isang kumpanya

1. So first, the will go on SEARCHING. We need to identify first yung mga basic nating kailangan and
to pool various service providers na nagooffer ng mga hinahanap nating fuctions. We can invite
them to make proposals and to see kung sino ang better among the prospects

2. SECOND is Plan and align. In this phase, we already choose an implementation partner, we
already assign din yung implementation team with the Company. So this group is usually consists
of senior delegates from the chosen HRIS provider, the HR director from the company, an HR
representative which can be the internal project manager, someone from Finance or Accounting
may also get involved specially when it comes to talks about payroll. The implementation team’s
main responsibility is working on the day-to-day tasks that come out of the implementation.
 3. THIRD WE HAVE Define and design. At this point, we need to specify the users and map out the
processes and workflows.
4. FOURTH we have Configure and test. In this phase, we need to create a core team to test the
new HRIS and provide feedback for potential improvements.
5. FIFTH is Train and communicate. Before the HRIS Go-live, we will need to prepare a training
program for the employees, what they can expect, the changes from the old system, a
communication plan, a Frequently Asked Questions, as well as other support documents.
6. FOURTH is Deploy and sustain. Once all of the support processes are in place, we can officially
launch the HRIS. At this point it is important to constantly collect feedback and to update your
training material in line with the evolving systems.

With those steps we can see that it is not easy to avail and implement HRIS. So there are certain
challenges that we need to consider.
1. First is establishing a clear strategy- such as knowing the priorities, the needed fuctions, and
studying which HRIS provider would be sutiable sa company
2. Second is staying on budget. Most of the HRIS bill the organization depende kung ilang
employees ang gagamit sa system. So usually tintatawag nila itong licenses which is billed on a
yearly basis. Aside from this may one-time set-up fee din so in relation nga sa implementation
stages
3. Third is sticking into timeline. Some of the HRIS providers do the implementation period during a
specific timeframe. But if hindi kaagad na proprovide yung documents and requirements needed
for the implementation or kung madalas silang nakaka encounter ng problems and system error,
possible mamove yung live date ng HRIS.
4. Lastly we have navigating organizational change, there might be employees who still prefer the
old system or there might be a lot adjustments transitioning into HRIS. So since it is for the
greater good naman companies should focus on communicating the benefits of of HRIS.

Before ending my discussion, here’s my key take aways:

HRIS is an important instrument that helps with strategic decision-making, improves HR efficiency, and
increases overall organizational effectiveness. It is a fundamental element of contemporary HR
management, allowing companies to adjust to the workforce's and the industry's changing dynamics.

By leveraging on technology, it offers a lot of benefits in terms of record-keeping, compliance, and

strategy

It can be used on various functions such as applicant tracking, time and attendance, payroll, benefits
monitoring, training, and reporting an analytics

There might be challenges on its implementation such as staying on budget, implementation timeline
and organizational change. Nevertheless, when addressed properly a firm can fully take advantage of its
benefits

Also, presented here are my references if you wish to revist the learnings.

And that’s it, once again, I am Lynnette Lunaria presented the topic Human Resource Information
System. HAVE A GREAT DAY EVERYONE!
Ali, H.A.O. (2017). Human Resource Information Systems (HRIS). Progress International Schools
Management Department. https://www.worldresearchlibrary.org/up_proc/pdf/1143-151159538923-
25.pdf

Quaosar, G. M. a. A., & Rahman, M. A. (2021). Human Resource Information Systems (HRIS) of
Developing Countries in 21<sup>st</sup> Century: Review and Prospects. Journal of Human
Resource and Sustainability Studies, 09(03), 470–483. https://doi.org/10.4236/jhrss.2021.93030