HUMAN RESOURCE INFORMATION SYSTEM

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.

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

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

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

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

The technology is expensive which cannot be afforded by Small Organization. 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. Certain organization don¶t encourage HRIS rather they prefer following age old practices which will be burden for Human Resource Management. Malfunctioning of software will result in loss of data.

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

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