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2. What is HRIS
• It is a systematic way of storing data information for each individual
employee to aid planning, decision making & submitting of returns
and reports to the top management.
• A method by which an organization collects, analyses & reports the
information about people and job.

3. Objectives of HRIS
• To offer sufficient, comprehensive & ongoing information about
people & jobs.
• To supply up to date informational at a reasonable cost.
• To offer data security & personal privacy.

4. • Operational HIS. Operational HIS systems collect and report human
resource data such as employee records, position details, and performance
appraisal information.
• Tactical HRIS.
• Strategic HRIS.
• Comprehensive HRIS.
• Limited-Function HRIS.
The 5 different types of HIS systems

5. FUNCTIONING OF HRIS
• 1. Data Collection

6. 2. Data Management
• Processing Operations
• Storage of Data
• Retrieval of Data
• Evaluation
• Dissemination

7. Six steps of HRIS
Step 1 : Search
Step 2 : Plan and align
Step 3 : Define and design
Step 4 : Configure and test
Step 5 : Train and communicate
Step 6 : Deploy and sustain

8. HRIS: USERS
• HR Professionals (such as HR rep, HR Manager, etc.)
• Support staff
• Lower Level Employees
• Middle Level Employees
• Upper Level Employees
• Executives & Directors

9. Applications of Computerised HRIS
 1. Job Descriptions : To produce printouts that describe the jobs according to the
user specifications and information's input to the system, as min job description
include the job titles purpose duties and responsibilities.
 2. HR Planning : forecast the demand for the key jobs as well as employees
turnover and patterns of inter organizational mobilities.
 3. Staffing : Address recruitment selection and placement functions can be include
further things – Application Tracking, Job Posting, Job requirement analysis, Job
person Matchings.
 4. Succession Planning : domain wise availability of candidates for specified
positions, it helps to identify the persons for key positions.

10.  5. Training & Development : It Includes the following – Career Planning,
Development needs analysis, Development Advisor.
 6. Performance Appraisal : Helps the manager to direct employee to achieve
the organizational goals and includes – Performance Assessment, Goals
Accomplishment, Rewards managements.
 7. Job Evaluations : Computer assisted job evaluations methods helps to Job
Evaluation Points, Classification levels & Job Hierarchies.
 8. Compensation : Track analyse and report compensation information on pay
grade structure, merit, guidelines support, salary budgeting etc.

11. Benefits of HRIS
• It keeps everything organized.
• Reduce the cost of data stored in the HR department.
• reduce duplication of effort, resulting in reduced costs
• faster data extraction and processing
• the availability of accurate and up-to-date human resources data
• It frees up HR professionals to handle more important tasks.
• It makes the company look good to employees.

12. Competitive Challenges and Human Resources
Management
CHALLENGE 1:Going Global
• Globalization.
• Impact on HRM.
• Impact of globalization issues
CHALLENGE 2:
Embracing New Technology
•Knowledge Workers
•The Spread of E-commerce
•The Rise of Virtual Workers

13. CHALLENGE 3:
Managing ChangeTechnology and globalization are only two of the forces
driving change inorganizations and HRM.
Types of Change
•Reactive change •Proactive change
CHALLENGE 4:
• Developing Human Capital
• Human Capital . Valuable because capital
CHALLENGE 5:
• Responding to the Market
• Total Quality Management (TQM)
• Six Sigma

14. CHALLENGE 6:
• Containing Costs
• Downsizing
• Outsourcing
• Employee LeasingSocial Issues and HRM
• Changing Demographics