We now have the
technology to allow us to
reduce HR administration
and provide improve
levels of service to
internal customers. It is
our challenge to embrace
new technology and to
finally step out of our
history to a place of
Data “ Just facts” or raw data
Information- data that has been transformed into a more
useful or meaningful form
Information System- A system, whether automated or
manual, that comprises people, machines, and/or methods
organized to collect, process, transmit, and disseminate
data that represent user information.
How does data become information?
Input Processing Output
What is Information Processing?
HRIS - Introduction
The application of computers to employee-related record
keeping and reporting, and management decision making
Any organized approach for obtaining relevant and timely
information as a base for human resource decisions
HRIs is a set of inter related components working together
to collect, process and store information to support HR
decision making, coordination and control in an
HRIS - Introduction
Human Resource Information System (HRIS) is a systematic way of
storing data and information for each individual employee to aid
planning, decision making, and submitting of returns and reports to
the external agencies.
It merges HRM as a discipline and in particular its basic HR
activities and processes with the information technology
It can be used to maintain details such as employee
profiles, absence reports, salary admin. and various kinds
The Human Resource Information System (HRIS) 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.
and data for
Purpose of HRIS:-
pay grades and
Budget is always the
number one issue
Ease of use is critical
Training those who will
be using the HRIS
Consider security and
Developing HRIS System
CONCIEVE & PLAN
Employee Satisfaction Up to 50%
Worker Productivity 40-60%
Learning Effectiveness Up to 40%
Service Levels 20-30%
Time to Ramp New Hires 50%
Sources: Giga 2003, Cedar 2002
Higher Speed of retrieval and processing of data.
Reduction in duplication of efforts leading to reduced cost.
Ease in classifying and reclassifying data.
Better analysis leading to more effective decision making.
Higher accuracy of information/report generated.
Fast response to answer queries.
Improved quality of reports.
Better work culture.
Establishing of streamlined and systematic procedure.
More transparency in the system.
Employee – Self Management.
• It can be
in terms of
• It can be
ng of what
for the user.
Why is HRIS sometimes fail?
• unclear goals/objectives
•System solves the wrong
•Improper vendor/ product
•Low use involvement
•Planning overlooks impact
on clerical procedures
•Lack of HR/ functional
expertise in designing
• Management unrealistic
•Lack of overall plan for
•Lack of flexibility and
•Misinterpretation of HR
By automating Human Resource
practices, HRIS saves time and
money, effectively reallocates
work processes and thus provides
competitive advantage and add
strategic value to the
When you start your company select a Human Resource
Information System and customize to meet your needs.
Noe, Hollenback,Gerhart &Wright. Human Resource Management:
GainingCompetitive Advantage.McGraw Hill,2009
Byars, Lloyd L. and Rue, LeslieW. Human Resource Management, 7th
Edition. McGraw Hill Education, Singapore, 2004.
Fundamentals of HRM – S. P. Robbins
Human Resource Management - Biswajeet Patnayak
Management Information Systems: New Approaches to Organisation and
Technology – Upper Saddle River
Integrated HR Systems – Linda Stroh
PeopleSoft 8.8Application Fundamentals for HRMS PeopleBook