The document discusses the importance of human resource information systems (HRIS) in human resource management. It outlines the history and development of HR from 1945 to 1980, and defines HRIS as a systematic procedure for collecting, storing, maintaining, and retrieving employee and organizational data. The document also discusses problems that can occur during HRIS implementation such as poor planning, limited research, and issues integrating new technology with existing business processes. Additionally, it covers the basic functions and modules of an HRIS system, and emphasizes the importance of HRIS in reducing costs, improving access to accurate employee information, enabling strategic planning, and allowing HR to respond to changing business needs.

1. Importance of HRIS in Human
Resource Management
BY:
Mrs. Megha Raval

2. Outline of the Presentation
 Introduction
 Implementation of HRIS
 Basic functions of HRIS
 Modules of HRIS
 Importance of HRIS
 Referances

3. Introduction
 Between 1945 and 1960, organizations became more aware of human capital
issues and began to develop formal processes for selection and development of
employees.
 During the next twenty years (1960 to 1980) HR was integrated into the core
business mission and, at the same time period, governmental and regulatory
reporting requirements for employees also increased significantly.
 According to Kovach and colleagues, HRIS is considered as a systematic
procedure for collecting, storing, maintaining, and recovering data required by an
organization about their human resources, personnel activities and organizational
characteristics (Kovach, Hughes, Fagan and Maggitti, 2002).

4. Problems facing at the time of implementation of
HRIS
 Poor planning
 Limited Research
 Limited User Interaction
 Creation of Performance matrix
 Migration of technology to existing organizational business processes
 Justify planned investments or recover expenses associated with investments

5. A successful model of HRIS implementation success must consider an
expanded range of factors likely to influence acceptance of deployed
technologies .
Lengnick-Hall and Moritz prompt HRIS to be implemented at three different
levels
• The publishing of information
• The automation of transactions
• Transformation of HR into a strategic partner with the line business

6.  Input Function
 Maintenance function
 Output function
Basic functions of HRIS

7. Modules of HRIS

8. • Clear definitions of goal
• Reduction in the amount and cost of stored
human resource data
• Availability of timely and accurate information
about human assets
Importance of HRIS

9. • Development of performance standard for the
human resource division More meaningful career
planning and counselling at all levels
• Individual development through linkage
between performance reward and job training
• High capability to quickly and effectively solve
problems
Importance of HRIS

10. • Implementation of training programmes based
on knowledge of organizational needs
• Ability to respond to ever changing statutory
and other environment
• Status for the human resource functions due to
its capability for strategic planning with
the total organization
Importance of HRIS

11. References
 http://www.hsenid.com/business-areas/hr-applications/10-business-
areas/60-hbs-product-modules
 A conceptual paper on HRIS, Prof. Dr. Anil Bhavsar, ISSN NO: 2031-
5063, Vol. 1, Issue –V/Nov.2011 P.P.1-4.
 http://en.wikipedia.org/wiki/Human_resource_management_system
 K.S.Ball, The use of human resource information system: a survey,
Personnel Review 30(6) (2001) 677-93
 S.I. Tannenbaum, Human resource information systems: user group
implications, Journal of Systems Management 41(1) (1990) 27-32

12. THANK YOU