Edwin Joseph .C MSW- HR

Content: Slide 1: Slide 2: Slide 3: Slide 4: Slide 5: Slide 6: About HRIS Why HRIS ? Functions of HRIS Contribution of HRIS Limitations of HRIS Example of HRIS System. .

‡ Interpreting employee information in an Organization. . ‡ Analyzing.What is HRIS ?  Human Resource Information System is a software or online solution tool which is used for: ‡ Collecting.

Improve employee and managerial productivity and effectiveness. Quality information. Improved quality in HR decision making.Why HRIS ?  HRIS provide the capability to : ‡ ‡ ‡ ‡ ‡ To plan more effectively. . ‡ Control and manage HR costs. Better service to Employees.

Promotion. ‡ Maintenance. ‡ No. ‡ Various HRM practices adopted by different Organizations around the globe. Training and Development offered. of employees recruited during the year. ‡ ‡ ‡ ‡ ‡ Internal Information (Front end tool) Employee Information. ‡ Performance Appraisal results. separation of employees. ‡ Training and Development facilities available outside the organization. ‡ Relevant Labor laws for managing Human Resources. Payroll and Statutory Information. . ‡ Various Government Policies. Safety and Heath services. Employee Attendance status.Functions of HRIS External Information (Back end tool) ‡ Expectations of Human Resources from the Organization. transfer.

Contributions of HRIS ‡ HR planning. ‡ Performance development plans. ‡ Reduces administration time. ‡ Knowledge management . ‡ Employees and managers can locate answers and information instantly. and improves data accuracy. manpower inventory and turnover. ‡ Complete integration with payroll and other company financial and accounting systems. online recruitment and reward systems. Succession Plans. ‡ Pay Reviews.

Employees who don¶t have knowledge on computers will find it very difficult to acquire data.Limitations of HRIS ‡ At times human error happens in HRIS during ‡ ‡ ‡ ‡ information input. The technology is expensive which cannot be afforded by Small Organization. Malfunctioning of software will result in loss of data. . Certain organization don¶t encourage HRIS rather they prefer following age old practices which will be burden for Human Resource Management.

.Supply files to department whenever needed for counseling.Example: HRIS System in Larsen & Toubro Manpower planning Selection and placement Reinforcement & Advancement Performance Appraisal Industrial Relations Data Storage and Processing: 1.Process data for research on trends. career planning.Monitor feeding in and out of data. 5.etc 3. 4. .Maintain information about all employees record.Design data card for computer. 2.

Thank you! NOTE: Data s are gathered from Text books and relevant websites which helped me in developing the presentation. .

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