PRESENTATION ON HRIS

SUBMITTED BY : MADHUSMITA MOHARANA-008 PADMINI PANDE-021

CONTENTS …
• • • • • • • • • • • • • INTRODUCTION HRIS-STAGES OF DEVELOPMENT OBJECTIVES OF HRIS NEED FOR HRIS SIGNIFICANCE OF HRIS BENEFITS OF HRIS LIMITATIONS OF HRIS TYPES OF HRIS HR INFORMATION AT MACRO LEVEL HR INFORMATION AT MICRO LEVEL CLASSIFICATION OF HRIS MODELS OF HRIS CONCLUSION

analyses and reports information on people and jobs. career planners and other human resource specialists . It has three main features: • planning to meet the personnel needs of the business . Human Resource Information System is a method by which an organization collects.INTRODUCTION Human Resource Planning is concerned with the controlled utilization of human resources to achieve pre-set objectives. maintains. The information contained in the HRIS serves as a guide to recruiters. trainers. • development of employees to their full potential and • control of all personnel policies and program . both short-term and long-term. .

policies. manipulate. An HRIS is not simply computer hardware and associated HR related software . it also includes people. retrieve and distribute information regarding an organization’ human resource .procedure and data . HRIS has 3 fundamental roles: • Record keeping • Reporting • Decision making .It is a system used to acquire. It applies to information needs at macro level as well as to the micro level. store.Although an HRIS includes hardware and software .form. analyse.

matching budgeter projection. • This is intended for middle level managers to control operation. At this stage HRIS is more interactive and capable of developing decision models on many strategic issues . processing and information flows at operational level of organization.HRIS-STAGES OF DEVELOPMENT Primary Level• The organization is interested in automating processing of routine information. In HRIS it is called Electronic Data Processing (EDP) which facilitates data and files storage . Second Level• The focus is shifted from Deplete to management information systems (MIS)level with more inquiry and report generation flexibility. storage. Its focus is on data. . Third Level• The enterprise wide decision support systems is one such HRIS type that facilitates decisions at higher level in the organization.

OBJECTIVE OF HRIS      To provide accurate information about human resource and their functioning and relevant environmental factors. Effective Planning and Policy Formulation HRIS provides support for future planning and also for policy formulations. Also HRIS helps to automate employee related information. Monitoring And Evaluation .   . cost minimization and faster response to employee related services. To provide timely information. Providing Inputs to Strategic Decisions. HRIS facilitates monitoring of human resources demand and supply imbalances and evaluation of the policy and development and utilization of human resource. both at micro and macro levels .

• Collecting appropriate data and converting to information and knowledge for improved timeliness and quality of decision making . • Streamlining and enhancing the efficiency and effectiveness of HR administrative function . • It is time effective. • To provide a basis for decision making . • To supply data/returns to government & other public.NEED FOR HRIS • To store data & information for each individual employee for ready reference. • Improving employee satisfaction by delivering HR services more quickly and accurately to them . . • Involves less costs & less chances of errors .

improved planning and program development. greater information accuracy.  The use of a HRIS would reduce HR costs by automating information and reducing the number of HR employees .  Reduction in cost of stored data in HR . and enhanced employee communications . .  More transparency in the system .SIGNIFICANCE OR HRIS  The potential significance of HRIS are faster information processing.

and by allowing managers to access relevant information and data. .  More meaningful career planning &counseling at all levels . conducts analyses. By helping employees to control their own personal information. and communicate with others without consulting an HR professional . make decisions.  Better ability to respond to environmental changes .

not only reduces process and administrative costs. employee selection.for recruitment and selection. reduce information errors and improve the tracking and control of human resource actions . • Technology may be used for different purposes within particular HR functions. performance evaluation. • HRIS will become the mechanism for sharing information across the functional area of an organization and will be used in strategic decision making . • HRIS. compensation and benefits. but can speed up transaction processing. training and development. health and safety. training and performance management . .BENEFITS OF HRIS Benefit of HRIS is that enables the creation of an ITbased work place • The use of technology in human resources has increased dramatically and is now a vital aspect of many personnel related decisions such as collecting job information. retention and work life balance . recruitment. employee relations and legal issues.

LIMITATIONS OF HRIS • Its effective application need large scale computer literacy among the employees responsible for maintaining HRIS. • Absence of continuous up-dating of HRIS makes the information stale . .

TACTICAL INFORMATION SYSTEM • Tactical information systems provide managers with support for decisions that emphasize the allocation of resources. These systems include information about the organization's positions and employees and about governmental regulations . . including microcomputers. and employee compensation plan decisions . Within the human resource management area.TYPES OF HRIS: OPERATIONAL HRIS: • Operational human resource information systems provide the manager with data to support routine and repetitive human resource decisions. This software is available for all types and sizes of computers. SPECIALIZED HUMAN RESOURCE INFORMATION SYSTEMS SOFTWARE : • A great deal of software has been specifically designed for the human resource function. Several operational-level information systems collect and report human resource data. these decisions include recruitment decisions. Software specifically designed for the human resource management. job analysis and training and development decisions.

.HUMAN RESOURCE INFORMATION AT MACRO LEVEL • The Data base required for purposes of making forecasts of manpower at the macro level is indicated on the next page .

Data Base for Demand Forecasting • Population Statistics • Economic parameters • Existing Technologies • Emerging Technologies Data Base for Supply Forecasting • Age at entry and age at exit • Annual enrolment and outturn • Attrition rates • Retirement • Migration • Mortality • Labor force participation rates .

if any .HUMAN RESOURCE INFORMATION AT MICRO LEVEL Data Module Identification particulars Educational particulars Technical qualification. if any Special privilege category  Recruitment Module Date of recruitment Grading in aptitude test Grading in leadership test Overall grading Job preferences and choices.

Job Experience Module placement history grade promotions tasks performed grade-wise significant contributions. etc. etc. . Performance Appraisal Module performance appraisal at each job held job experience evaluated in the light of job description communication rating of interpersonal relationships ratings of behaviors in a group commitment to corporate goals.

.CLASSIFICATION OF HRIS • According to Longneck-Hall and Moritz (2003). HIRS has developed through three major forms.

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computer experience. work experience. number of applications. task characteristics.e. According to Haines and Petit. user satisfaction and system usage. access. Haines and Petit drive their research propositions from a relatively simple but inclusive model that is comprised of three sets of independent variables i. case of use . dependence. The first is based on attitudes and beliefs whereas the second is based on behaviors.e. gender.DIFFERENT MODELS FOR HRIS : • Haines and Petit (1997) Model Haines and Petit model is specifically identifying two measures. user support. computer understanding) organizational (Size. user satisfaction and system usage together provide a more complete picture of system success than if either measure was used . training support . computer experience) and system (User involvement . usefulness) and two dependent variables (i. user information satisfaction and system usage). documentation. education. applications development. individual/ task (age. Erik Beulen(2009) used Haines and Petit model . on-line .

• (2) applications : the number of HR related services available on the organization’s HRIS delivery channels. HRIS effectiveness is measured with two variables : • 1) HR efficiency: a combined measure of cost efficiency (HR operating budget as a percentage of total company revenue) and staffing efficiency (the number of HR staff relative to the total number of company employees). Internet. and HR service centres .WATSON. Watson Wyatt suggested use of information about the organization’s HRIS strategy. . interactive voice response (IVR). voicemail. MODEL (2002) HRIS progression is measured by three variables : • (1) access: the combined percentage of employees who use the organization’s HRIS delivery channels. business case. and • (3) concentration : the extent to which access is focused on particular delivery channels.WYATT. such as e-mail. Intranet. In addition to these HRIS progression and performance measures. video relay system (VRS). and • (2) satisfaction: a combined measure of employee and manager satisfaction with HR services in organization where these levels are formally reported. performance metrics and practices.

• In conclusion. a distinction made by researchers who have studies the implementation of manufacturing resource planning (MRP) systems. . clearly more work is needed in developing a causal model of HRIS effectiveness. other variables are likely to play an important role in the relation between progression and effectiveness. While the Watson. The survey conducted suggest that implementation effectiveness may be a necessary but not sufficient condition for HRIS effectiveness. Instead.Wyatt model offers a point in departure for researcher. Watson -Wyatt reports that more HRIS progression does not necessarily result in better HR performance.

back office / requirements. . HRIS is regarded as a key factor for providing “a competitive advantages for an organization in today’s ever-changing. 2002 p 41) The information based model integrates the HRIS’ performance drivers (environment maturity. This approach serves as framework for HRIS benchmarking based on the integrity of generated HR information in terms of its supports to specific business functions. In this perspective. global business environment” (Beckers et al. (2009) adopt a holistic and integrative perspective where current empirical evidence as well as guiding principles of process management and strategy implementation is integrated into overall information.INFORMATION BASED MODEL: • Ostermann et al. along with the development of more complex HR practices and the upsurge of companywide HR portals based on Web technologies. 1993) representing a holistic approach to monitor an HRIS functionality. fast paced. front office impact) as well as its fundamental tasks into a systematic model (Puxty.based model of benchmarking HRIS functionalities.

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mutual understanding. Social networks consisting of employee groups within an organization as well as outside of the firm will provide the synergy that combines human capital ( knowledge. largely the domain of information technology specialist. nurturing. and supporting communities of practice that function in ways to enhance organizational effectiveness.  The HR function can facilitate the accumulation of social capital by encouraging. and shared values and behaviors that bind people together and make cooperative action possible). Now. the HR function can play a more active role as knowledge facilitator.  Finally. . the HR function can help organizations design systems that employees will use and facilitate the Human resource professionals with knowledge’s and skills in both HR and information technology will be uniquely positioned to make the HR function as value – adding contributor to their organizations.CONCLUSION  HR function may shift its focus to networks of people as well as networks of computers. skills and abilities of an organization’s workforce) with social capital ( trust.

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