UNIT-II

4. Manufacturing Information System: Model and subsystems including Accounting information,

Industrial Engineering, Inventory, Quality and Cost Subsystems.
5. Financial Information System: Model and Subsystems including Forecasting, FundsManagement and
Control Subsystems.
6. Human Resources Information Systems: Model and Subsystems including human resources research,
human resources intelligence, HRIS Database, HRIS output

HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

Human resource information system (HRIS) is defined as a software or online solution that is used for
data entry, data tracking, and data management of all human resources operations of an
organization.

It is accessible, actionable database that enables the smooth operation of all HR systems. An HRIS is often
referred to an HRMS (human resources management system) since it aids in effective human resource
management and planning.

An HRIS includes under its umbrella a wide range of systems. For example, it includes all aspects of
managing the employee database and directory, applicant tracking, benefits administration, payroll
processes, work scheduling, time and attendance, leaves tracking, electronic signatures, compliance
protocols, customizable insight reports, employee self-service, performance management, and HR
processes taken care of on mobile apps.
1. Database management

The core offering of most human resource information system solutions is a ready-access database where all
employee information can be stored and managed effectively. The HR team (or anyone managing the portal)
can easily input all personnel data into the system. The point is to be able to access all this data and relevant
metric from it on demand from anywhere across the globe.
The kind of data stored on the system ranges from compensation information, emergency contact details,
and education history to present contact information, learning metrics, and performance review scores. The
database forms the heart of all HR functions and could prove to be an effective online or cloud-hosted
backup for a largely paperless office.

2. Time and labor management

Monitoring the clocking hours of every single employee is a time-intensive task. With a majority of offices
today allowing employees to either punch in biometrically or log on to input their own hours, this daily dose
of data needs effective management.
Managers can now approve leave requests, and the data can be directly linked to payroll. A non-intrusive but
efficient human resource information system can thus keep a close tab on punctuality and attendance.

3. Payroll functions

Payroll is one of the most important functions of HR. With a lean human resource information system
allowing easy download or upload of employee hours and attendance data, the number crunch can be made a
lot simpler, and deposits to employees made more seamless. This also leads to fewer errors by reducing
human intervention. Moreover, most HRIS payroll software lead to an improvement in tax compliance,
especially for organizations that deal with multiple tax levels.
4. Benefits management

Benefits management does not pertain only to medical benefits and retirement investments, but all queries,
feedback, data, and communication related to benefits. Such applications provide a one-stop platform
experience for all employers and employees alike, add transparency, and enable smoother operations.
Every employee is affected by the benefits regulations and strategy, and how that is managed affects the
total experience that the employee has at work.

5. Employee interface

Most human resource information system software allows limited user access to employees, but even that
moderate level of employee self-service is a step forward in creating a culture where employees have more
operational freedom. The interface that allows employees to update their personal information, review pay
scales, change retirement benefit programs, update direct deposit information or download benefit election
documents needs to provide a user experience that is easy, integrated, and time-saving.

6. Talent acquisition and retention

Acquiring and retaining the right talent is how an organization can hope to grow. With that context in mind,
recruitment and retention are crucial components of any HRIS and are ranked by most organizations as
must-have features.
Getting the right talent on board is just the first step to the talent puzzle. Employees also need to be provided
with the right training, career pathing, and reward plans to enable growth, boost morale, and create job
happiness. HRIS tools can improve the candidate experience while also making it easier for recruiters to
source, track, and engage with the right talent.