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COST BENEFIT VALUE ANALYSIS

OF HRIS

BY GROUP -4
ARABINDA BASU(06)
ASHOK KUMAR PANDA(07)
BINAYAK MOHAPATRA(11)
LOPAMUDRA BARMA(24)
POOJA SENAPATI(30)
PRANAB SARDAR(33)
INTRODUCTION:

HRIS-: HRIS IS USED TO ACQUIRE TO STORE


MANIPULATE, ANALYZE,RETRIVE AND
DISTRIBUTE INFORMATION REGARDING AN
ORGANIZATIONS HUMAN RESOURCES.
IT IS NOT ONLY SIMPLY COMPUTER
HARDWARE SYSTEM BUT ALSO
ASSOCIATED WITH HR RELATED
SOFTWARE.
HRIS ALSO INCLUDES PEOPLE, FORMS,
POLICIES, PROCEDURES AND DATA IN
COMPUTERISED SYSTEM DESIGNED TO
MANAGE THE COMPANIES HR.
PRANAB
2
Human Resource management
system (HRMS)
(Merging of HR and Information technology)

Principal areas of HR functionalities

4)payroll module

5)time and labour management module

6)benefit administration module

7)HR management module

3 PRANAB
NEEDS OF HRIS
• Increasing competitiveness by improving
HR operations and improving management
process
• Management of all employees information
• Reengineering HR processes and functions
• Reporting and analysis of employee
information
• Streamlining and enhancing the efficiency
and effectiveness of HR administrative
functions
• Shifting the focus of HR from the
processing of transactions to strategic HRM
4 • Complete integration with payroll and other
PUJA

company financial software and accounting


CONTD..
Helps to company related documents
such as employee hand books,
emergency evacuation procedures
Producing a greater no of variety of
accurate and real time HR related
reports
Improving employee satisfaction by
delivering HR services more quickly and
accurately
Applicant and resume management
Collecting appropriate data and
converting them to information and
PUJA
5
knowledge for improved timeliness and
FUNCTION OF HRIS
Payroll
Work time
Benefit Administration
HR Management Information System
Recruitment
Training
Performance Record
Personal employee information
High potential employee identification
Applicant tracking, interviewing and
selection
6 LOPAMUDRA
HRIS SOFTWARES
 ABRA SUITE
 ABS(ATLAS BUSINESS SOLUTIONS):- GENERAL,
WAGES, CUSTOMER, DOCUMENTS AND PHOTOS
SEPARATION INFORMATION
 ORACLE – HRMS:- ORACLE I RECRUITEMENT,
PAYROLL, HR INTELLIGENCE
 PEOPLE SOFT- ENTERPRISE E-RECRUIT, ENTERPRISE
RESUME PROCESSING, WORK FORCE PLANNING,
ENTERPRISE SERVICE PROCUREMENT.
 SAP HR- HUMAN CAPITAL MANAGEMENT FOR
BUSINESS, ALL IN ONE-RAPID HR.
 SPECTRUM HR-I VANTAGE-HR VANTAGE.
 VANTAGE HRA- POINT AND CLICK REPORT WRITING.
 INTERNAL MESSAGING SYSTEM.

7 LOPAMUDRA
COST BENEFIT VALUE ANALYSIS:

THIS IS A FORMAL DISCIPLINE USED TO


HELP APPRAISE OR ACCESSES, THE CASE
FOR A PROJECT OR PROPOSAL, WHICH
ITSELF IS A PROCESS KNOWN AS PROJECT
APPRAISAL.
THIS IS AN INFORMAL APPROACH FOR
MAKING DECISION OF ANY KIND.
ESTIMATES AND TOTALS OF THE
EQUIVALENT MONEY VALUE OF THE
BENEFITS AND COST TO THE COMMUNITY
OF PROJECTS TO ESTABLISH WHETHER
THEY ARE WORTHWHILE.
BINAYAK
8
COMPONENTS OF COST BENEFIT
ANALYSIS:
OPPORTUNITY COST-
MARKET PENETRATION
HEALTH CARE SYSTEM
PRESENT VALUE

9 BINAYAK
ROLE OF ERP IN HRIS:
Enterprise-wide system which integrates
the business functions and processes of an
organization
 Links business processes
 Maintains audit trail
 Utilizes a common information
system
 Implementation normally involves
BPR: Business Process
Reengineering
 Difficult to Implement Correctly – Railroad
Tracks.
10 BINAYAK
ERP SYSTEM:

 MODULES INVOLVED IN ERP:


 FINANCE:
 GENERAL LEDGER.
 ACCOUNTS PAYABLE
 ACCOUNTS RECIEVABLE
 FIXED ASSETS
 CASH MANAGEMENT
 MATERIAL MANAGEMENT
 INVENTORY
 PURCHASE ORDERS
 ORDER MANAGEMENT
 BILLS OF MATERIAL
 WORK IN PROCESS

11 ARBIND
CONTD..
 CUSTOMER RELATIONSHIP
MANAGEMENT(CRM):
 SALES
 MARKETING
 SERVICE CONTRACTS
 DEPOT

12 ARBIND
IMPLICATIONS OF CBV ANALYSIS
ON HRIS:
THE ANALYSIS FOCUSES UPON A MORE
THOROUGH UNDERSTANDING THE
PROBLEMS, OPPORTUNITIES RELATED TO
PERSONNEL’S.
DETERMINES THE VIABILITY OF AN IDEA
BEFORE PROCEEDINGS WITH THE
DEVELOPMENT OF HUMAN RESOURCE.
THE FEASIBILITY OF CBV ANALYSIS
DEPENDS ON HUMAN RESOURCE THAT
PROVIDES INFORMATION. REGARDINGTHE
PERSONNEL’S.
13 ARBIND
CONTD..
VARIOUS ASPECTS OF CBV ANALYSIS ON
HRIS :-
RECRUITMENT:-(INDUCTION TO LEAVEING THE
ORGANISATION)
PLACEMENT:-(POSTIONS HELD IN THE
ORGANISATION)
EVALUATION:-
(CONTRIBUTIONS/PERFORMANCES)
PERFORMANCE APPRAISALS:-
(ADMINISTRATIVE AND DEVELOPMENTAL)
COMPENSATION :-(REWARD,BONUS,TA,DA
ETC.)

14 ASHOK
DECISION MAKING LEVEL
OF HRIS
THREE LEVELS OF HRIS IS OPERATED CAN BE
DISTINGUISHED FROM ONE ANOTHER:
 CONTROL(TACTICAL):-CONTROL DECISIONS
DEAL WITH BROAD POLICY ISSUES .
 STRATEGIC DECISIONS:-THESE ARE TAKEN
HAVING IMPLICATIONS FOR CHANGING THE
STRUCTURE OF THE ORGANIZATION AND
THEREFORE THE HRIS MUST PROVIDE
INFORMATION WHICH IS PRECISE AND
ACCURATE.
 OPERATIONAL DECISIONS:- CONCERN THE
GRASSROOT LEVEL MANAGEMENT OF THE
ORGANIZATION.
15 ASHOK
CONCLUSION
 IF A NEW ENHANCEMENT IS APPROACHED IN THE EMPLOYEE’S
ENVIRONMENT, WE CAN DETERMINE IN ADVANCE THE
ENHANCEMENT IN ORGANIZATIONAL INFRASTRUCTURE.

 IT INFLUENCES THE EMPLOYEE TO DO WORK EFFECTIVELY


AND EFFICIENTLY.

 IT IMPROVES THE WORKING CONDITION AND THE


PERFORMANCE OF THE EMPLOYEE.

 IT CAN INCREASE BOTH THE PRODUCTIVITY AND THE


QUALITY OF THE PERSONNEL IN ORDER TO INCREASE THE
REVENUE OF THE ORGANIZATION.

 HRIS IS VERY USEFUL FOR ANY ORGANIZATION IN MORE


THAN ONE SPHERES.

16 ASHOK
THANK YOU…