HUMAN RESOURSE INFORMATION SYSTEM

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WHAT IS HRIS?
• HRIS is systematic way of storing data and information for each employee to aid planning, decision making, and submitting of returns and reports to the external agencies. • The application of computers to employee-related record keeping and reporting, and management

WHAT IS HRIS?
• Any system that supports any aspect of the HR function • Primary function:
– Documenting the employment relation in all it’s complexity

• Basic technology:
– Storing, retrieving and distributing information

PURPOSE
• Storing of data for future reference. • Providing basis for all HR functions. • Meeting daily transactional requirements. • Supply data to statutory

IMPORTANCE OF HRIS • STRATEGY • COMPETITIVENE SS • PEOPLE • HRM
HRIS - a part of

Evolution of Information Systems
• Transaction Processing (e.g. payroll) • Management Information Systems (e.g. daily & monthly absenteeism summary) • Decision Support Systems (e.g. How many employees should we hire?) • Expert Systems

Any Computer-based Info Systems (HRIS included)
CONSIST OF

• • • • • •

Hardware Software Databases Telecommunication Procedures People

An HR Example

Feedback Loop (Is paycheck accurate?)

IS in HR

BASIC HRIS CAPABILITY

WITHOUT HRIS
• • • • • • • • • • Prepare evaluation forms Print and copy them Distribute forms to employees Employees fill in evaluation Evaluation forms personally submitted to HR Manager Re-write results to the computer or file them Manual processing of data gathered Prepare result sheets Print, copy and distribute them to employees File all the forms for future use evaluation Performance

WITH

HRIS
ØDefine evaluation forms ØOnline evaluation Entry Ø One-click access to Results ØHistory info captured ØEvaluation reports ØStrategic Decision making process can take place

Performance evaluation

WITHOUT HRIS
• Prepare leave application forms • Print and copy them • Manually maintain employee attendance information daily • Maintain company calendar • Employees applying for leave fills in an application form • Application form personally submitted to Supervisor • Manual check for employee’s leave status history • Supervisor’s approval or rejection • Application form personally submitted to HR

Leave Application

WITH

HRIS
ØOnline leave application form ØOnline leave Approval/Rejection ØHistory info captured

Ø Define company specifi leave admin processes

ØLeave balance reports generated by the system

ØSaves strategic resource

Leave Application

INTRANET-New dimension of
Øpersonal information Øqualifications Øleave application Øleave balance Øleave cancellation Øleave approval/rejection Øsalary information Øcompany calendar Øappraisal results Øonline appraisal process

View/check/modify - onlin

Employee self-

TOP10 CALCULATIO NS FOR HRIS

Data

Applications Three Levels of HRIS

qTraining Projects

qManpower planning qPension fund investments qRecruiting qEmployee selection qEmployee placement qEmployee promotion qAssignments matching qInternal Reporting qAbsentee rates qHuman resources accounting qProductivity assessments qExternal Reporting qEquity monitoring qVacancy reporting qHealth & safety reporting

BENEFITS

• Saving time • Saving costs • Work reallocation

• Easy data maintenance

Saving time [efficiency]

• Administrative processes automated • Employee ‘self-service’ (kiosk) • Adequate information base that leads to timely and Quick decision making • Responding faster to employee inquiries to enhance efficiency and productivity

Saving Costs [efficiency]
• Less time spent on tasks = less money • Minimum paperwork • Timely and accurate decision making includes less cost

Work re-allocation
• Helping the employees perform better through effective career planning and performance management • Integrating the human resource function with other business functions in the enterprise, to serve personnel better

HRIS: The Strategic value
• Efficiency – cost & time • Effectiveness – orientation on the most
valuable asset of the organization – PEOPLE

Adding strategic value to the Organization

IMPLEMENTATION OF HRIS

LIMITATION
• Expensive in terms of Finance. • Problems of computer illiteracy. • Inadequacies of Design of HRIS. • No substitute for human

DECISION MAKING PROCESS
• Strategic
Create a comprehensive “ Learning Organization” that enhances the knowledge capital of all the employees.

• Functional
Personal development plans for employees, Individual training plans according to employees training needs, Performance evaluation meetings, etc.

HRIS Unplugged

• Strategic:
• strategic decision making ………….… …2%

• Functional:
• functional decision making ………… ….23%

• Operational:

Time

Ideal DECISION MAKING PROCESS

• Strategic:
• strategic decision making ………….… …2%

• Functional:
• functional decision making ………… ….23%

• Operational:

Time

CONCLUSION
“By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and adds strategic value to the organization.”

‘HR managers must make use of HRIS to

achieve improved performance and Removing routine administration allows them to become professional consultants to the rest of the organization.’

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THANK YOU
for your attention.

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