HUMAN RESOURCE

INFORMATION
SYSTEM

BY-VIKAS JAISWAL
MBA 3 SEM
rd
HUMAN RESOURCE PLANNING

“HRP is the process of forecasting a firm’s

future demand for, and supply of, the right
type of people in the right number.”

By K Aswathappa
 HUMAN RESOURCE

INFORMATION SYSTEM
DEFINITION AND CONCEPT

The composite of databases , computer

applications, and hardware and software that
are used to collect/record, store manage,
deliver, present and manipulate data for
human resource.

By- Broderick and Boudreau

HRIS is the system to acquire , store ,
manipulate , analyze , interpret and
disseminate relevant information on human
resource.

BY-DIPAK KUMAR BHATTCHARYYA

OBJECTIVES OF HRIS
 EFFECTIVE PLANNING AND POLICY
FORMULATION

 MONITORING AND EVALUATION

 PROVIDING INPUTS TO STRATEGIC

DECISION
Other routine objectives of HRIS are to
automate employee related information ,cost
minimization, faster response to employee
related services, faster related decision(like,
promotion, transfer, payroll administration,
compensation planning ,manpower
planning ,etc.)
HRIS –STAGES OF DEVELOPMENT

 ELECTRONIC DATA PROCESSING ( EDP )

 MANAGEMENT INFORMATION SYSTEM

( MIS)

 DECISION SUPPORT SYSTEM ( DSS )

ELECTRONIC DATA PRCESSING

At the primary level , an organization may be

interested in automating processing of
routine information. it is an exercise of
automating routine paperwork at the
operational level.
MANAGEMENT INFORMATION
SYSTEM
In this phase focus is shifted from EDP level
to MIS level with more enquiry and report
generation flexibility. This is intended for
middle level manager to control the
operation, matching budget or projection.
DECISION SUPPORT SYSTEM

DECISION SUPPORT SYSTEM (DSS)

facilitates decisions at the higher level in the
organization. At this stage HRIS is more
interactive and capable of developing
decision models on many strategic issues.
It is important to mention that all these types of
HRIS are equally important for an organization.
Without EDP, i.e. , the basic data storage of
employees information and payrolls, MIS can not be
developed. Because at MIS stage , middle level
managers , duly retrieving information, try to
enforce control at the operational level. Similarly,
without EDP and MIS, DSS can not develop decision
models, examining decision alternatives, as at the
corporate level, inputs from EDP and MIS reinforce
DSS with enhanced interactivity.
 HRIS PRODUCTS
 Proact
 Css horizon TM
 Elaborur.com
 Oracle
 Peoplesoft
 SAP@
 VIP manager
PRODUCTS ON RECRUITMENT
MANAGEMENT
 Applicant/vacancy details
 Short listing
 Job/person specification
 Skills matching
 Standard reports
 Cost analysis
 Internal job posting
 Interview scheduling
 Internet job posting
PRODUCT ON TRAINING AND
DEVELOPMENT
 Course specification
 Course scheduling
 Evaluation
 Cost analysis
 In-house faculty database
 External faculty database
PRODUCT ON ATTENDENCE
 Automatic exception reporting
 Accurate attendance roll
 Integration with payroll
 Reports on unplanned absence and late
arrivals
 Working hours regulation
 Overtime hours calculation
 SUMMARY
HRIS is now an important input to the
corporate decision making process. It not
only helps in HRP function, but also provides
decision support for formulating operational,
business and corporate strategies.
 REFERENCES
HUMAN RESOURCE PLANNING
By D.K.BHATTACHARYYA

HUMAN RESOURCE MANAGEMENT

By K. ASWATHAPPA