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Human Resource Information

System
PREPARED BY:
Abhijeet Mishra
Shruti Verma
Shailesh Mishra
Neeraj Pareek
Vishal Jaiswal
Vikas Khandelwal
Vivek Singh
Anshul Shrivastava
PGDM 09-11
HRM – AN INTRODUCTION

Ø Human Resources is an organizational


function that deals with issues such as
recruitment and selection, training,
appraisal, compensation and performance
management of the employee.
Ø
Ø Human beings are also considered to be
resources because it is the ability of humans
that helps to change the gifts of nature into
valuable resources.

INFORMATION SYSTEM
Ø A system, whether automated or manual, that comprises
people, machines, and/or methods organized to collect,
process, transmit, and disseminate data that represent user
information.

Ø Information System is a combination of people, hardware,
software, communication devices, network and data
resources that processes (can be storing, retrieving,
transforming information) data and information for a
specific purpose.
Ø

HR Planning
Ø “Rigorous HR planning links people
management to the organization's mission,
vision, goals and objectives, as well as its
strategic plan and budgetary resources. A
key goal of HR planning is to get the right
number of people with the right skills,
experience and competencies in the right
jobs at the right time at the right cost.”
Ø

HRIS ???
THE EVOLUTION OF THE HRIS

Ø First, paper files were located in the Personnel


department.
Ø Government legislation in the 1960s and 70s
eventually called management's attention to
the importance of HR data.
Ø In the late 1970's the concept of an HRIS was
born.
Ø

HRIS – AN INTRODUCTION

Ø Human Resource Information System (HRIS) is a


systematic way of storing data and information for
each individual employee to aid planning, decision
making, and submitting of returns and reports to the
external agencies.
Ø
Ø It merges HRM as a discipline and in particular its
basic HR activities and processes with the
information technology field.

Ø It can be used to maintain details such as employee
profiles, absence reports, salary admin. and various
kinds of reports.
HRIS- WHY IT IS NEEDED ???

Ø Storing information and data for each individual


employee.

Ø Providing a basis for planning, decision making,
controlling and other human resource functions.

Ø Meeting daily transactional requirement such as
marking absent and present and granting leave.
Ø
Ø Supplying data and submitting returns to government
and other statutory agencies.

HRIS - CHARACTERISTICS
Ø Higher Speed of retrieval and processing of data.
Ø Reduction in duplication of efforts leading to reduced cost.
Ø Ease in classifying and reclassifying data.
Ø Better analysis leading to more effective decision making.
Ø Higher accuracy of information/report generated.
Ø Fast response to answer queries.
Ø Improved quality of reports.
Ø Better work culture.
Ø Establishing of streamlined and systematic procedure.
Ø More transparency in the system.
Ø Employee – Self Management.

Items Included in HRIS
Recruitment
Performance & Evaluation

Leave & Absence Pay Roll

HRIS
raining & Development People Administration

Compensations & Benefit Leave & Absence


Responsibilities Pertaining to Selecting
An Optimum HRIS
1. Teamwork 10. Literature
11. Request for
2. Goals
3. Big Picture Purchase(RFP)
12. Evaluate
4. Future Needs
13. Demos
5. Technical Environment
14. Evaluate Again
6. Budget
15. Decision Point
7. Specifications 16. Check References
8. Build vs. Buy 17. Demo Again

9. Research 18. Evaluate Again &Select


1.


HRIS : Software’s

Ø Pay Roll Management


Ø HRSOFT
Ø Human Resource Micro Systems
Ø Oracle- HRMS
Ø Spectrum HR
Ø PEOPLESOFT
Ø SPECTRUM HR
Ø
MIS Vs HRIS
1. It provides management with 1. It helps HR managers perform
all needed information HR functions in a more
pertaining to the business. effective and systematic
 way using technology.
2. It is a broader concept 2. It is a narrow concept.
3. Purposes: 3. Purposes:
• Strategic planning • Faster information process
• Delivering increased • Improved planning and
productivity program development
• Increasing the understanding • Enhanced employee
of consumers’ needs communications
• Support policy making • Greater information accuracy
• Support research and •
development •

HRIS In Food Chain: Mc Donald

• Pay Roll Management Software: Provided by a New Delhi


based Firm “ADMAN TECHNOLOGIES”

Ø -> Automatic salary slip generation
-> Salary instruction report for Banks
-> Configurable deduction and allowance heads including
loans, advances, incentives etc.
-> Flexible payment rules
-> Leave register maintenance
-> Adjustments and arrears
Job Analysis: A Product of Job Description &
Job Specification
Job Analysis
Ø Job Analysis refers to various methodologies for analyzing
the requirements of a job.
Ø
Ø Job analysis is the systematic assembly of all the facts about a
job.

Ø The procedure for determining the duties and skill
requirements of a job and the kind of person who should be
hired for it.
Ø
Ø A job analysis is the process used to collect information about
the duties, responsibilities, necessary skills, outcomes,
and work environment of a particular job.


Job Analysis: Elaborated
Job Description
 Job Specification

ØA list of a job’s ØA list of a job’s


duties, “human
responsibilities, requirements,” that
reporting is, the requisite
relationships, education, skills,
working personality, and so
conditions, and on—another
supervisory product of a job
responsibilities— analysis.
one product of a •
job analysis.
Steps in Job Analysis
Ø Step 1: Decide how you’ll use the
information.
Ø Step 2: Review relevant background
information.
Ø Step 3: Select representative positions.
Ø Step 4: Actually analyze the job.
Ø Step 5: Verify the job analysis information.
Ø Step 6: Develop a job description and job
specification.
Ø
Methods of Doing Job Analysis

Ø Interview
Ø
Ø Questionnaires
Ø
Ø Observation
Advantages of Proper Job Analysis

ØHelp the company remain profitable and


competitive
Ø
ØHelp the company keep up with technology
Ø
ØPrevent employees from being overworked
Ø
ØHelp the company stay in compliance with
government regulations
Ø
Ø
Job Analysis: Illustrated in Pepsi
Co.
Ø Task :
 Developing effective marketing tools & technique for
upliftment of the brand.
Ø
Ø Responsibilities:
 To ensure that the brand enjoys good market credibility
& progress.
Ø
Ø Skills:
 Optimistic, enthusiastic, team worker ,go getter should
have prompt decisive ability,etc.
Job Description
Ø Jobs Duty :
 Looking forward simultaneously for brand

progress and consumer needs.


Ø Reporting Relationships:
 To the chairman and managing director

Ø Working Conditions:
 Marketing involves exploring the market, most of
the time out of office premises.

Job Specification

• Requisite Education:
 MBAs and PGDMs from Top B-Schools
around the globe with 10 years of experience
in FMCG.
Thank
You !!!

 Any
Questions ???