HUMAN RESOURCE

INFORMATION SYSTEM
 I. EVOLUTION  Pre-World War II
 Post-World War II
OF HUMAN  Social Issues Era (1963-1980)
RESOURCE  Cost-Effectiveness Era (1980 – 1990s)
MANAGEMENT  Technological Advancement Era (1990 – to present)
 Pre-World War II

- Scientific management

- Maximizing employee productivity

EVOLUTION OF
- Time and motion is the effective method to use the human
HUMAN capabilities

RESOURCE => Record keeping was one of the major functions.

MANAGEMENT
 Post-World War II

- Productivity and motivation of employee impact on

profitability of organization

EVOLUTION OF - Employee affected by money, social, and psychological factors.

HUMAN - The central was Job Description

RESOURCE - Labor unions were established

MANAGEMENT => Personnel Department had to establish special divisions:

Recruitment, labor relation, training, benefits, and
government relations.
 Social Issues Era (1963-1980)

- Explosion of labor legislation

- Requirement for collection, analysis, and reporting data
- All employment functions needed to be collected, analyzed,
EVOLUTION OF and stored to avoid penalties

HUMAN Þ Personel Department called Human resource department

+ Computer technology was developing within lower cost
RESOURCE => MIS for HRM

MANAGEMENT
 Cost-Effectiveness Era (1980 – 1990s)

- Growing of multinational firms

- Focusing on cost reduction and productivity

EVOLUTION OF
- Investment on computerizing HRM became worthy
HUMAN
RESOURCE
MANAGEMENT
 Technological Advancement Era (1990 – to present)

- Globalization

- Hyper competition
EVOLUTION OF
- Need to hold innovative and creative employees to keep
HUMAN sustainable competitive advantage

RESOURCE Intellectual capital of human resource pointed concisely is the

most difficult for competitors to imitate.
MANAGEMENT
EVOLUTION OF
HUMAN
RESOURCE
MANAGEMENT
 is a software solution for small to mid-sized businesses to help automate
and manage their HR, payroll, management and accounting activities.

refer to the systems and processes at the intersection between human

resource management (HRM) and information technology. It is a software
or online solution for the data entry, data tracking, and data information
needs of the Human Resources, payroll, management, and accounting
functions within a business.

II. WHAT IS THE It as a system used to acquire, store,

HRIS manipulate, analyse, retrieve, and distribute information regarding
an organization’s human resources to
support HRM and managerial decisions.
- Accurate & Timely ?

Question: Is HRIS software

or hardware?
II. WHAT IS THE Input Output
Processing
HRIS
Feedback Loop

Input Output
Processing
(hours worked) (cut paycheck)
(Calc. Net pay)

Feedback Loop
(Is paycheck accurate?)
 E-HRM
•e-HRM is the complete
integration of all HR
systems and processes based
on common HR data
and information and on
interdependent tools and
processes.
Fully developed e-HRM can
provide:
III. WHAT IS THE •data gathering tools,
DIFFERENCE BETWEEN HRIS •analysis capabilities,
AND E-HRM decision support resources
for HR professionals to hire,
pay, promote, terminate,
assign, develop, appraise
and reward employees
HRIS
•Management of all employee
information.
•Reporting and analysis of
employee information.
•Company-related documents
•Benefits administration
including enrolment, status
changes, and personal
information updating.
•Complete intergration with
payroll and other company
financial software and
accounting systems.
•Applicant tracking and
resume management.
 • To make the desired information available in the right
form to the right person and at the right time.

• To supply the desired information at a reasonable

cost.

• To use the most efficient method of processing data.

III. WHAT ARE HRIS
• To provide necessary security and secrecy for
OBJECTIVES? important and/or confidential information.

• To keep the information up-to-date.

 • Comprehensive information
• Improve HR operations and management process
• Improve timeliness and quality of making decision
• Accurate and real-time HR administrative functions
• Improve employee satisfaction
IV. WHY IS HRIS • Reduce cost
IMPORTANT?
VI. FUNCTIONING OF HRIS?
IT CAN BE BROADLY CLASSIFIED INTO TWO PROCESSES

1. Data Collection - Who should collect what data and in what form and how often ? the nature and form of
data will vary from organization to organization depending upon its objectives. After collection of data, the
irrelevant data should be filtered out and the relevant data should be properly classified and tabulated so
that it can be used easily when needed.

2. Data Management - involves the following sub-system:-

• Data Management-A good data management system involves editing the data.
• Processing Operations by classifying, analyzing , summarizing and editing the data.
• Storage of data by indexing, coding and filing of information.
• Retrieval of data, whenever required.
• Evaluation : i.e, judging the usefulness of information in terms of its relevance and accuracy.
• Dissemination i.e, providing the required data in the right form at the right time.
MODEL OF AN ORGANIZATIONAL SYSTEM CENTERED ON HRIS
 • Unclear goals and objectives
• Systems solve the wrong problems
• Started too big, aimed too high
• Improper vendor
VII. REASON FOR • Low level of user involvement
• Planning overlooks impact on clerical procedures
HRIS FAILURE?
• Lack of HR expertise with computers
• Mgt unrealistic expectations