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Human Resource Information System - HRIS

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    Human Resource Information System - HRIS Human Resource Information System - HRIS Presentation Transcript

    • ANTONY JOSEPH.T. 18TH FEBRUVARY 2014 Presented by,
    • DEFINITION Human Resource Information System (HRIS) is the composite of databases, computer applications, hardware and software that are used to collect, record, store, manage, deliver, present and manipulate data of human resource. Broderick and Boudreau (1992)
    • CHANGE ON ADOPTING HRIS…….
    • HISTORY OF HRIS…..  1950`s - Virtually non-existent  1960`s - Only a few vendors.  1970`s - greater need in organizations.  1980`s – HRIS - reality in many organizations.  1990`s - Numerous vendors, specialties….
    • FUNCTIONS OF HRIS  Create and maintain employee records.  Ensure legal compliance.  Forecast and plan future HR requirements.  Reduces the manual work.  Assist managers by providing the relevant data.
    • HRIS- ‘STAGES OF DEVELOPMENT’  Primary level (EDP Stage) • Focus on data storage, processing and information flows. • Restricted to payroll and storing basic details of employees.  Secondary level (MIS Stage) • Increased report generation flexibility. • Intended in control of operations and budgetting.
    • STAGES OF DEVPT- CONTD….  Tertiary level (DSS Stage) • More interactive and capable of developing decisions on many strategic issues. • Intended in competency mapping of existing manpower, their future utilization, training and development initiatives, suitable compensation packages etc.
    • AREAS OF HRIS  Personal employee information.  Wages and salaries.  Succession planning.  Calculation of Benefits.  Education & training.  Attendance.  Performance appraisal.  Strategic planning.
    • TYPES OF HRIS. 1. Operational HRIS 2. Tactical HRIS 3. Strategic HRIS
    • OPERATIONAL HRIS Operational HRIS provides data to support routine and repetitive human resource decisions. Information is detailed, structured, accurate and internal.
    • STRATEGIC HRIS Strategic HRIS helps top level managers to set goals and directions for organisation. Gather and manage information from within and outside organisation.
    • TACTICAL HRIS  Supports management decisions emphasizing allocation of human resources.  The decisions include recruitment decisions, job analysis and design decisions, training and development decisions, and employee compensation plan decisions.
    • APPLICATIONS OF HRIS
    • BENEFITS OF HRIS Saving time  Saving costs Work re-allocation
    • SAVING TIME  Saving time leads to efficiency.  Easy data maintenance.  Administrative processes automated.  Employee “self-service”.  Adequate information base that leads to timely decision making.  Responding faster to employee inquiries to enhance efficiency and productivity.
    • SAVING COSTS  Less time spent on tasks = less money.  Minimum paperwork.  Timely and accurate decision making includes less cost.
    • WORK RE-ALLOCATION  Helping the employees perform better through effective career planning and performance management.  Integrating the human resource function with other business functions in the enterprise, to serve personnel better.
    • STEPS IN IMPLIMENTING HRIS  Inception of idea.  Feasibility of study.  Selecting a project team.  Defining the requirements.  Vendor analysis.  Package on tract negotiations.  Training.
    • STEPS CONTD…  Tailoring the system.  Collecting the data.  Testing the system.  Starting the system.  Running in parallel.  Maintenance.  Evaluation.
    • HRIS PRODUCTS  css horizon  elabour.com  Genesys  Lawson  Oracle  People soft  Proact  Goodwood hr.com
    • LIMITATIONS OF HRIS  It can be expensive in terms of finance and manpower.  Thorough understanding of the system is necessary for its functioning.  Lack of communication.  HRIS implemented may be on poorly done needs analysis.
    • HRIS IN HOSPITALS  Low-resource countries face difficulties in meeting the health care needs of their people. For e.g.:- Countries in sub-Saharan Africa suffer from 24% of the global disease burden, but have only three percent of the global health workforce to provide necessary services.  Routine and accurate HRIS data helps to deploy the right health workers in the right places to meet the health care needs.
    • CONTD…..  HRIS can be used to standardize and support ongoing management and support of the health workforce.  Capacity Plus Inc, IntraHealth International are some of the HRIS softwares used in healthcare industry.
    • CONCLUSION  “By automating Human Resource practices, HRIS saves time, money and effectively reallocates work processes thus providing competitive advantage and adds strategic value to the organization.”
    • REFERENCES  Dipak kumar bhattacharyya, Human Resource Management, Second edition, Excel books publications, New delhi.  www.slideshare.net  en.wikipedia.org  Googlesearch …………….