Module2 human resource information system

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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 organization

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Module2 human resource information system

  1. 1. HUMAN RESOURCE INFORMATION SYSTEMS
  2. 2. Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS) RobSharp 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 personnel administrative history to a place of leadership
  3. 3. Information System 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. 4 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS) Data Transformation Process Information How does data become information? Input Processing Output What is Information Processing?
  4. 4. 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 organization. 5 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  5. 5. 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 field. It can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports. 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. 6 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  6. 6. Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  7. 7. Personal Records Recruitment & Selection Employment Equity Salary Administration Trng. & Dev. Compensation Employee Relations BenefitsHR Planning Pension Administration Medical Records Health & Safety Job People Positions 8 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  8. 8. HRIS include: Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  9. 9. Storing information and data for each individual employee. Providing a basis for planning, decision making, controlling and other human resource functions. Meeting daily transactional requirement such as marking absent and present and granting leave. Supplying data and submitting returns to government and other statutory agencies. 10 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  10. 10. 11 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  11. 11. Purpose of HRIS:- Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  12. 12. HRISgeneratestracking reportsfor: attendance & PTO use, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally, management and key employee succes sion plans, high potential employee identif ication, and applicant tracking, interviewing, and selection. Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  13. 13. Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS) UsesofHumanResourceInformation System(HRIS)
  14. 14. Budget is always the number one issue Ease of use is critical Training those who will be using the HRIS Consider security and privacy Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS) Considerationswhendecidingtohave anHRIS
  15. 15. Developing HRIS System CONCIEVE & PLAN ANALYSE DESIGN TEST IMPLIMENT MAINTAIN Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS) HowtoDevelop HumanResourceInformationSystem?
  16. 16.  Employee Satisfaction Up to 50%  Worker Productivity 40-60%  Learning Effectiveness Up to 40%  Service Levels 20-30%  EmployeeTurnover 20-70%  Time to Ramp New Hires 50% Sources: Giga 2003, Cedar 2002 17 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  17. 17. 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. 18 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  18. 18. 1 • It can be expensive in terms of finance and manpower. 2 • It can be threatening and inconvenient . 3 • Thorough understandi ng of what constitutes quality information for the user. 4 • Computer cannot substitute human beings. 19 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)
  19. 19. 20 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS) Why is HRIS sometimes fail? • unclear goals/objectives •System solves the wrong problem •Improper vendor/ product selection •Low use involvement •Planning overlooks impact on clerical procedures •Lack of HR/ functional expertise in designing •Underestimate conversion effort • Management unrealistic expectations •Lack of overall plan for record mngt •Lack of flexibility and adaptability •Misinterpretation of HR specifications •PoorCommunication between HRIS •Inadequate testing.
  20. 20. Conclusion 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 organization 21 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)  When you start your company select a Human Resource Information System and customize to meet your needs.
  21. 21. References  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  Web References:  www.sungard.com  http://www.oracle.com/applications/human_resources/intro.html 22 Module2:HUMANRESOURCE INFORMATIONSYSTEM(HRIS)

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