A HRIS is a system used to collect, store, and analyze human resources data. It allows HR processes like payroll, benefits administration, and training management to be automated and integrated. Key benefits of a HRIS include improved efficiency, data accuracy, reporting and analysis capabilities, and strategic decision making support. It also streamlines processes like time and attendance tracking, talent acquisition, and performance management. Overall, a well-implemented HRIS enhances HR service delivery and supports organizational goals.

1. HUMAN RESOURCE INFORMATION
SYSTEM
SUBJECT: MHR (Measurement In Human Resource)
NAME : MEHRREEN
MBA- 4
SUBMITTED TO – Prof. Tilak Thomas
Amity Global Business School

2. INDEX OVERVIEW – HRIS
S.NO TITLE SLIDE No.
1.Introduction to HRIS 3
2 .The Evolution of the HRIS 4
3. Meaning of HRIS 5
4. Types of HRIS 6- 8
5. Solutions Offered by HRIS 9
6. Uses of HRIS 10
7. Importance of HRIS 11
8. An example of Conceptual framework of HRIS 12
9. The Role of Information Systems in Human Resource Decision Making 13
10. Designing And Implementation Of HRIS 14-15
11. Organizing Data With The Help Of HRIS 16
12. Personal Audit & Personal Research 17
13. Computer Applications In HRM Functions 18-19
14. Trends In HRM 20

3. INTRODUCTION TO HRIS
A HRIS, which is also known as a human resource information system or human
resource management system (HRMS), is basically an intersection of human
resources and information technology through HR software. This allows HR activities
and processes to occur electronically.
 To put it another way, a HRIS may be viewed as a way, through software, for
businesses big and small to take care of a number of activities, including those
related to human resources, accounting, management, and payroll. A HRIS allows
a company to plan its HR costs more effectively, as well as to manage them and
control them without needing to allocate too many resources toward them.
 In most situations, a HRIS will also lead to increases in efficiency when it comes to
making decisions in HR. The decisions made should also increase in quality—and
as a result, the productivity of both employees and managers should increase and
become more effective.

5. What does Human Resources Information System (HRIS)
mean?
A Human Resources Information System (HRIS) is a software or online
solution that is used for data entry, data tracking and the data information
requirements of an organization's human resources (HR) management,
payroll and bookkeeping operations. A HRIS is usually offered as a database.
HRIS is geared toward enhancing the capacity of HR management to:
 Absorb new and promising technologies
 Simplify workflow
 Optimize precision, stability and credibility of workforce data
 Simplify the deployment and collection of data

6. TYPES OF HRIS (Human Resource Information System)
There are 4 Major types of HRIS :
 I. Operational HRIS
 II. Tactical HRIS
 III. Strategic HRIS
 IV. Comprehensive HRIS
 I. Operational HRIS
Operational HRIS is of immense help to the manager. It provides the manager with all the
required data to support routine and repetitive human resource decisions.
 II. Tactical HRIS
Tactical human resource information systems provide managers with support for decisions
that emphasize the allocation of resources. Within the domain of HR, these include
recruitment decisions, job analysis, and design decisions, training and development and
also employee compensation plans.

7. Continue….
 III. Strategic HRIS
Strategic HRIS focuses on supporting labour negotiations, workforce planning, and
certain specialized human resources software.
Major types of strategic HRIS comprise the following:
 A. Information Systems Supporting Workforce Planning- Organization that are
involved in long-term strategic planning, such as those planning to expand into new
market areas, construct factories or offices in new locations, or add new products,
will need information about the quantity and quality of the available workforce to
achieve their goals.
 B. Specialized Human Resource Information Systems Software -There has
been a great deal of software that has been designed for the proper functioning of
the human resources. Software that is specifically designed for the human
resource management function can be divided into two basic categories:
comprehensive human resource information systems software and limited-function
packages that support one or a few human resource activities

8.  IV. Comprehensive HRIS
The computerization of HRIS has resulted in an integrated database of human
resource files., employee files, position, skills inventory files, affirmative action files, job
analysis and design files, occupational health and safety files, and many other human
resource files are constructed in a coordinated manner using database management
systems software so that application programs can produce reports from any or all of
the files.

9. SOLUTIONS OFFERED BY HRIS
 There are a number of solutions offered to a company that adopts a HRIS.
Some of these include solutions in training, payroll, HR, compliance, and
recruiting. The majority of quality HRIS systems include flexible designs
that feature databases that are integrated with a wide range of features
available. Ideally, they will also include the ability to create reports and
analyze information quickly and accurately, in order to make the workforce
easier to manage.
 Through the efficiency advantages conferred by HRIS systems, a HR
administrator can obtain many hours of his or her day back instead of
spending these hours dealing with non-strategic, mundane tasks required
to run the administrative-side of HR.
 Similarly, a HRIS allows employees to exchange information with greater
ease and without the need for paper through the provision of a single
location for announcements, external web links, and company policies.
This location is designed to be centralized and accessed easily from
anywhere within the company, which also serves to reduce redundancy
within the organization.

10. USES OF HRIS
 Personnel Administration: It encompasses personal information of an
employee. These may include name, address, date of birth, marital status, and
the date of joining the organization. It also contains the name and address of
next kin of the employee concern.
 Salary Administration: One of the functions of HRIS is to provide a report
containing information like present salary, benefits, last pay increase and
proposed increase in future
 Leave/Absence Increase: HRIS is also used to control leave/absence of
employees. This is done by maintaining a leave history of each employee.
Every employee can be issued an identity card writing every employee’s token
number coded on it.
 Skill Inventory: Recording employee skills and monitoring a skill data base is
yet another use of the HRIS. Such a skill record helps identify employees with
the necessary skill for certain positions or jobs in an organization
 Performance Appraisal: HRIS maintains performance appraisal data such as
the due date of the appraisal, potential for promotion, scores of each
performance criteria and alike.

11. IMPORTANCE OF HRIS
Organizations must look for ways to manage their internal processes
efficiently while preserving the integrity of each practice. In human resources,
this involves many transactions affecting people, including the benefits they
receive and the ways they are treated by the organization.
 Identify Manpower Requirements.
 Identifying Resources.
 Compliance – Compliance can be explained for example an HR manager
could pull a report about the diversity of the organization, including
percentages of employees in each occupation by their race, gender or
national origin. This report would help to show whether the business is
complying with Equal Employment Opportunity regulations.
 Meeting Training Needs.

12. AN EXAMPLE OF CONCEPTUAL FRAMEWORK OF HRIS
(Regarding Training & Development)

13. The Role of Information Systems in Human Resource Decision
Making
 Availability of Information on wide range of data: Today companies have started integrating
HRIS system to other HR systems, such as payroll, leave, travel and expense, time and
attendance, career planning, and skills inventory to store, retrieve, update, classify, and analyze
data easily. The integration of data with other systems has enabled HRIS to provide detailed
information on mostly all HR systems. With improved access to metrics, faster information
processing, and greater information accuracy the fast decision making and better HR planning is
made possible for decision makers.
 Human resource analysis: HRIS system allows human resource analysis, which is the basis of
HR planning and most business decisions making. The organizations make many business
decisions on the basis of the capabilities of their employees and many decisions to make their
workforce happy and skillful.
 Quick reports and dashboards: HRIS offers ability to quickly run reports and view dashboards,
which allows the CEO and management of the company to take important decisions concerning
employees and the areas that affect company’s business as a whole. For example, HRIS
dashboards and reports can show real-time data and provide quick information on return of
investments made on human capital and trainings provided to employees.
 Forecasting and Planning: The input of HR analysis can be transformed into predictive feedback
about organizational future needs. HRIS can be used to forecast future workforce demand to
initiate recruitments for vacant positions to maintain a high service, forecast turnover in service
delivery positions, and understand requirement to conduct trainings to manage succession planning
and to build a skilled workforce, in advance.

14. DESIGNING AND IMPLEMENTATION OF HRIS
When developing a business case for a new HRIS, HR should:
 Outline precise business problems. For example, lack of integrated systems
results in poor data integrity and time spent reconciling information from
incompatible systems.
 Clearly state the objective and the anticipated results. For example, purchase,
install and implement a state-of-the-art system that will upgrade HR's quality of
service through efficiency and better information.
 Specify any current HRIS issues. For example, the department has outgrown the
current HRIS, which does not run the latest software and is incompatible with other
systems.
 List all other available options or alternatives. For example, remain with the current
HRIS, upgrade individual systems, or outsource some or all HR services.
 Provide clear goals and objectives. For example, use assessments of delivery
value analysis to determine necessary functions and results.
 Include a summary of the current cost for HR service delivery.
 Determine the expected rate of ROI upon implementation.

15. IMPLEMENTATION OF HRIS: To evaluate the value of the changes the new
HRIS will enable. HR professionals should think in terms of cost reduction
and automating and improving inefficient, superfluous and labor-intensive
HR services. For example, benefits could include:

16. ORGANIZING DATA WITH THE HELP OF HRIS
HRIS can be defined as resource management software or an integrated system that comprises of a
centralized repository that stores employee data for reporting and analysis purposes.
 Single Point of Data Entry: A fully integrated HRIS system allows single point of data entry,
which makes the system data highly accurate. The information once entered into HRIS system is
available to all integrated HR application modules such as Leave, Payroll, and Attendance. The
need to enter employee information in all the HR modules separately is eliminated and the
possibility of manual data entry errors is reduced.
 Improved Productivity through ESS and MSS: The Employee Self Service (ESS) and
Manager Self-Service (MSS) features are excellent ways to free up the HR team time by
reducing their data entry tasks. Because all the data and relevant information is placed in single
database, employees can access and manage information themselves using employee self
service. The managers can perform management related tasks using manager services instead
of troubling HR team for each small thing.
 Reporting: The biggest advantage of using integrated HRIS system is to generate reports. As all
the important information is stored at one place, it is quite easy to generate various summary as
well as detailed reports
 Benefits Management: Every company provides its employees certain benefits. The benefits
may require the information of dependents of the employees and their contact data. The
employee services feature of HRIS allows efficient administration of benefits with as little
manpower as possible. It empowers employees to manage their benefits information themselves,
thereby saving an organizations time and money. An employee can log in and change an
address, update W-4 data, emergency contact information, dependents, beneficiaries and direct
deposit information etc.

17. PERSONAL AUDIT & PERSONAL RESEARCH –(HRIS)
Personnel auditing: It may be defined as the analysis and evaluation of personnel
policies, procedures and practices to determine the effectiveness of
personnel/human resource management in an organization.
 To review the whole organizational system of human resource practices, i.e.,
acquiring, developing, allocating and utilizing human resources in the
organization.
 To evaluate the effectiveness of various personnel policies and practices.
 To identify shortcomings in the implementation of human resource practices in
the organization.
 To modify the existing human resource practices to meet the challenges of
personnel/human resource management.
Personnel research : It provides such factual information about the personnel
matters. Such personnel information enables a human resource manager to take
an active look at problems and also develop policies and procedures based on
facts obtained through scientific study rather than opinions resulting from personal
experiences.

18. COMPUTER APPLICATIONS IN HRM FUNCTIONS
The computer application in human resource management is the managerial applications
of computer use which is usually known as management information system. In case of
Human Resource Management, it is known as Human Resource Information System
(HRIS).
 Data and Information- Data are facts and figures in the form of historical records that
are not used in making decisions. Information on the other hand consists of data which
are retrieved and processed and used for making decisions, forecasting and argument.
Processed data is information.
 Decisions Support System- Decision support system aids the manager in decision
making.
 Data base Management System- Data base management system provides access to
file inquiries and information, other details regarding employees, updates records,
creates reports etc. It makes efficient use of computerized storage space.

19. Continue….
 Management Information System- Executives used MIS for planning and
control. Computerized MIS added new dimensions by way of increased
speed and accuracy. The use of computer has made the management
information system feasible.
 Human Resource System- Human resource is actually a subsystem of a
system, the organization. Human resource system includes acquisition of
human resources, their training and development, compensation, other
benefits, health and safety, job analysis, job description, job specification,
performance evaluation, job evaluation, other information relating to
human resources such as skill, competence, experience, their yearly
increments, bonus, cost of acquiring human resources, cost of training,
composing skill inventory, strategy in respect of acquisition, retention of
human resources etc.

20. TRENDS IN HRM (Human Resource Management)
 1. Globalization and its implications
 2. Work-force Diversity
 3. Changing skill requirements
 4. Corporate downsizing.
 5. Continuous improvement programs
 6. Re-engineering work processes for improved productivity
 7. Contingent workforce
 8. Mass Customization
 9. Decentralized work sites
 10. Employee involvement
 11. Technology