Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
HRM303-6p.ppt
1. Human Resource Information
Systems: A Definition
• HRIS -- Systematic procedure for
collecting, storing, maintaining,
retrieving & validating date needed by
the organization about its human
resources.
2. HRIS Components
• Data collection:
– Payroll & benefits
– Performance appraisal
– Training & development
– Recruitment & selection
– Employment & job data
• Report generation
4. Needs Analysis
• Determine departmental needs for
data
• Determining needs for reports
• Analyze short and long term needs
• Determine system specifications
• Vendors bid or packages are
considered
• Make decision on system
5. Design and Develop
• Decide on project plan and user
groups
• Purchase system
• Modify and customize
• Develop procedures and guidelines
• Test system and user acceptance
• Convert data
• Train systems staff
6. Implement & Maintain
• Train HR users
• Make system available to HR
• Develop user documentation
• Conduct field analysis
• Test system and user acceptance
• Maintain & enhance
• Evaluate & modify
7. Using HRIS in HRM
• Strategic HRM
• Job analysis
• EEO reports
• Recruitment &
selection
• HR
development
• Performance
appraisal
• Compensation&
benefits
• Health & safety
• Labor relations
• The future
9. Backwards & Forwards
• Summing up. We review the components
of HRIS and its uses in HRM from strategic
HRM to reporting EEO data, linking
compensation and performance appraisal
and a look at expert systems. Finally,
ethical considerations were considered.
• Looking ahead: Next time we take up the
issue of job analysis, the foundation for
much of the work in human resource
management.