HUMAN RESOURCES INFORMATION SYSTEM

It allows companies to cut costs and offer more information to employees in a faster and more efficient way.MEANING OF HUMAN RESOURCES INFORMATION SYSTEM Human Resource Information Systems (HRIS) have become one of the most important tools for many businesses. HRIS is advancing to become its own information technology (IT) field. Even the small. . Many firms do not realize how much time and money they are wasting on manual human resource management (HRM) tasks until they sit down and inventory their time. 20-person office needs to realize the benefits of using HRIS to be more efficient.

. followed by human resource management systems. HRIS refers to software packages that address HR needs with respect to planning. employee information access. it is critical for companies to become more efficient in every sector of their business. The following text begins with a discussion of human resource planning. and employer regulatory compliance.Especially in difficult economic times.

Benefits Administration 4.Employee Self-Service A Human Resource Management System (HRMS.HR management Information system 5. HR Technology or also called HR modules. refers to the systems and processes at the intersection between human resource management (HRM) and information technology .Currently Human Resource Management Systems encompass: 1.Recruiting 6.Training/learning management system 7.Performance Record 8.Payroll 2. EHRMS). or simply "Payroll". Human Resource Information System (HRIS).Work Time 3.

relevant and timely information about human resources.MODEL OF HUMAN RESOURCES INFORMATION SYSTEM A human resource information system is an organized method of providing information about human resources. their functioning and external factors relevant to managing human resources. The basic objective of HRIS is to provide accurate. . HRM is competing for human resources involves recruiting and employing right personnel (ie) employing right person for the right job at the right place and at the right time.

MODEL OF A HUMAN RESOURCE INFORMATION SYSTEM INPUT SUBSYSTEM OUTPUT SUBSYSTEM Human resources research subsystem HR acquisition subsystem HR development subsystem Date base Appraisal and compensation subsystem Maintenance subsystem Industrial relation subsystem users Human resources intelligence subsystem .

job evaluation. employee morale.  HR intelligence subsystem: It gathers human resources information from external environment both formally and informally.INPUT SUBSYSTEM CONSIST OF: HR research subsystem : It gathers data about various aspects of human resources management such as job analysis. employee absenteeism and employee turnover. .

grievance handling. selection & placement)  HR development subsystem (operative training. requirement. management of industrial disputes) .financial compensation. health and stress management)  Industrial relations subsystem (discipline management.appraisal. management development and organization development)  Appraisal and compensation subsystem (performance.OUTPUT SUBSYSTEM: Output subsystem of a HRIS consist of five subsystem:  HR acquisition subsystem (planning. incentives)  Maintenance subsystem (mobility. safety.

 Forecasting supply of human resources.  Identification of human resource gap. recruitment.HR ACQUISITION SYSTEM: The function involved in this system are human resource planning. selection and placement. . Human Resources Planning:  Forecasting needs for human resources.  Action plans for bridging gap.

 Number of applicants rejected at different stages of recruitment and selection process.  Performance of the candidates joined and remained with the organization  Costs involved in recruitment programme.  Number of candidates joined and candidates retained over a period of time.Recruitment:  Types image that has been created in the minds of prospective candidates. .  Ratio of candidates selected and rejected. six months or one year.  Number of application received.  Ratio of candidates selected and candidates joined.

. Placement: After the candidates are selected for employment.Selection: Selection is the process of differentiating between applicants in order to identify and select those with a greater likelihood of success in a job. they are bound to attend the orientation programme to know well about the organisation. For this they conduct selection test. group discussion and interview ect.

demotion etc. gratuity.compensation is referred to as money and other benefits received by an employee for providing services to his employer like provident rund. insurance scheme and other payment. promotion. benefits etc. compensation involves determining the incentives. Appraisal system: Appraisal involves evaluating an employee¶s quality and performance for devising suitable compensation package training. . Compensation management: It is concerned with designing and implementing total compensation package.HR DEVELOPMENT SYSTEM: HRD system requires information about the competencies that are to be developed among employees.

. demotion. redressing employee grievances and managing industrial disputes. transfer and separation. INDUSTRIAL RELATION SYSTEM: IRS is concerned with managing good relations between management and operatives. caring for employees safely and health and managing stress that employees may experience at the workplace.HR MAINTENANCE SYSTEM: HRM system deals with maintaing employees in the organisation. It involves human resource mobility in the form of promotion. managing employee discipline. This involves designing of industrial relations mechanism.

Thank you one and all. .

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