Introduction to  Human ResourceInformation System
HRIS Defined:• “HRIS can be briefly defined as  integrated systems used to  gather, store and analyze information  regardi...
HRIS Defined:• HRIS “One which is used to  acquire, store, manipulate, analyze, retriev  e and distribute information abou...
History of HRISEarly (pre-WW II)  – Personnel     •Old term for human resources  – Record keeping     •Name, address, phon...
Between 1945 and 1960  – Human capital issues  – Formal selection and development  – No real changes from earlier days
Early (1960s to 1980s)  – Personnel became HR  – Government and regulatory agencies    increased reporting requirements  –...
• Contemporary HRIS  – Large and small businesses are utilizing    HRIS  – Usage of Personal computers  – From simple reco...
Who uses HRIS?• HR Professionals• Functional Managers
Basic system requirements:1. Desktop PCs ; Standard browsers2. Organization-wide server.3. Server-side software such asHTM...
Basic system requirements:4. Intranet communications protocolrunning on both PCs and the server.5. Relationaldatabase/Info...
Basic HRIS Features:• Payroll• Time and Labor Management• Benefits Administration• HR Management
Benefits of HRIS• Efficient and Effective use of Time• Cost Efficiency / Cost Effectiveness• Increases Accuracy
Benefits of HRIS• Creates new opportunities for  better analysis of the workforce.• Streamline the activities within the  ...
References:• http://www.shrm.org/education/hreducation/docu  ments/bartlett%20hris%20pptto%20post%20onlin  e.pptx• Retriev...
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Introduction to Human Resource Information System (HRIS)

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Introduction to Human Resource Information System (HRIS)

  1. 1. Introduction to Human ResourceInformation System
  2. 2. HRIS Defined:• “HRIS can be briefly defined as integrated systems used to gather, store and analyze information regarding an organization’s human resources.” (Hedrickson, 2003, p.381).
  3. 3. HRIS Defined:• HRIS “One which is used to acquire, store, manipulate, analyze, retriev e and distribute information about an organization’s human resources.” (Tannenbaum 1990)
  4. 4. History of HRISEarly (pre-WW II) – Personnel •Old term for human resources – Record keeping •Name, address, phone, employment history
  5. 5. Between 1945 and 1960 – Human capital issues – Formal selection and development – No real changes from earlier days
  6. 6. Early (1960s to 1980s) – Personnel became HR – Government and regulatory agencies increased reporting requirements – Still, HRIS was used mostly for keeping administrative records
  7. 7. • Contemporary HRIS – Large and small businesses are utilizing HRIS – Usage of Personal computers – From simple record-keeping to complex analytical tools to assist management decision making
  8. 8. Who uses HRIS?• HR Professionals• Functional Managers
  9. 9. Basic system requirements:1. Desktop PCs ; Standard browsers2. Organization-wide server.3. Server-side software such asHTML, Java, Javascript, Perl.
  10. 10. Basic system requirements:4. Intranet communications protocolrunning on both PCs and the server.5. Relationaldatabase/Information processingsoftware for records, payroll, etc..
  11. 11. Basic HRIS Features:• Payroll• Time and Labor Management• Benefits Administration• HR Management
  12. 12. Benefits of HRIS• Efficient and Effective use of Time• Cost Efficiency / Cost Effectiveness• Increases Accuracy
  13. 13. Benefits of HRIS• Creates new opportunities for better analysis of the workforce.• Streamline the activities within the HR department;
  14. 14. References:• http://www.shrm.org/education/hreducation/docu ments/bartlett%20hris%20pptto%20post%20onlin e.pptx• Retrieved last April 20, 2011 http://comparehris.org/article/compare-hr- software-to-traditional-hr-methods-the-software- wins-every-time/
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