HRIS

1. Human Resource Information System
[HRIS]
Rajiv Kumar

2. What is HRIS???
• The application of computers to employee-related
record keeping and reporting, and management
decision making
• Any system that supports any aspect of the HR
function
• Primary function:
– Documenting the employment relation in all it’s
complexity
• Basic technology:
– Storing, retrieving and distributing information

3. Top Ten Calculations for HRIS
• Healthcare cost per employee
• Pay and benefits as a percentage of operating expense
• Cost per hire
• Return on training.
• Time to fill jobs.

4. An HR Example
Processing
(Calc. Net pay)
Processing
(Calc. Net pay)
Output
Output
(cut paycheck)
(cut paycheck)
Input
Input
(hours worked)
(hours worked)
Feedback Loop
(Is paycheck accurate?)

5. Typical HRIS Record Keeping Requirements
• Employee information
• Wage and salary data
• Review dates
• Benefits
• Education and training
• Attendance
• Performance data/appraisal results

6. Typical HRIS Reporting Requirements
• Employee profiles/lists
• Summary reports on employee groups
• Historical trends in work-related info
• Person-position comparisons

7. HRIS Tracks...
People
Jobs Positions
Workers
Comp
HR
Planning
Medical
Records
Recruit/
Employ
EEO/AAP
Payroll
Benefits
Pension
Admin
Emp.
T&D Relations
Comp.
Health &
Safety

8. Developing an HRIS: System Development
Life Cycle (SDLC)
Planning
Design
Analysis
Implementation
Maintenance

9. HRIS Benefits Realized
(versus Manual System)
• Save $$$ i.e. money
• More efficient recruiting
• Better coordination of staffing resources
• Faster, more consistent screening of
applicants
• Quicker, higher quality hiring decisions

10. Why HRISs Sometimes Fail?
• Unclear goals/objectives
• System solves the wrong problem
• Improper vendor/product
selection
• Low user 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 mgt.
• Lack of flexibility and adaptability
• Misinterpret HR specifications
• Poor communication between HR/IS
• Inadequate testing

11. Why are Carefully Developed Info Systems
Important to HR?
• Better safety
• Better service
• Competitive Advantage
• Fewer Errors
• Greater Accuracy
• Higher Quality Products
• Improved Health Care
• Improved Communication
• Increased Efficiency
• Increased Productivity
• More efficient administration
• More opportunities
• Reduced labor requirements
• Reduced costs
• Superior managerial decision making
• Superior control

12. Conclusion
HRIS has been adopted by most of the
organisation to make the work easier for the
organisation.

13. Thank You