Presentation on Application of IT in HRM

1. TOPIC : APPLICATIONS OF IT IN HRM
Submitted to: Submitted by:
Ms.Manisha Gahlawat Raman Kumar (120)
(Assistant Professor) Priyanka Malik (40)
Raveena (24)

2. *CONTENT
*Introduction
*Definition & Meaning
*Objectives of HRIS
*History
*Functions
*E-HRM
*International Association
For HRM
*List of HRMS
*Applications of HRIS
*Benefits
*Limitations
*Conclusion
*References

3. *
 Human resources information system is
also known as HUMAN RESOURCES
MANAGEMENT SYSTEM.
 HRIS is a form of software that combines a
number of systems and processes.
 HRIS merges human resources as a discipline
and its basic HR activities and processes with
the IT field.

4. *
HRIS is a system that seeks to merge the
activities associated with HUMAN RESOURCE
MANAGEMENT and INFORMATION
TECHNOLOGY into one common database
through the use of enterprise resource planning
software . It is also called as HUMAN
RESOURCE MANAGEMENT SYSTEMS (HRMS).

5. *
HRIS is basically an intersection of HUMAN
RESOURCES and INFORMAION TEACHNOLOGY
through HR software.
HRIS allow HR activities and processes to
occur electronically.
HRIS will also lead to increases in efficiency
when it comes to making decisions in HR.

6. *
 Effective planning and policy formulation:-
HRIS provides support for future planning and also for
policy formulations , both at micro and macro levels.
 Monitoring and Evaluations:-
HRIS facilitates monitoring of HR demand and supply
imbalances and evaluation of the policy and development and
utilization of HR.

7. *
The trend of automatic payroll and workforce management
began during the 1970s.
The first ERP system which integrated HR function was SAP
R/2, introduced in 1979.This system regulate processes from
a single main frame environment.
The first completely HR-centered system was People soft ,
released by ORACLE in 1987.People soft replaced the main
frame environment and gained huge popularity that preserved
it on the scene for many years to come.

8. *
*In 2015 , HR software users got acquainted
with gamification technology namely
systems that attach an entertaining
dimension to traditional HR operations and
motivate employees to perform better by
awarding them with badges and bonuses.
*Another popular innovation related to
specialized HR systems is video hiring ,
allowing managers to locate and attract
talents without geographical limitations.

9. *
*Retaining
*Hiring
*Administration
*Managing payroll
*HR planning
*Recruiting / learning
management
*Performance record
*Employee self
service
*Scheduling
*Absence
management
*Analytics
*Employee reassign
module
*Grievance handling

10. *
*E-HRM is the application of
Information technology for
both networking and
supporting at least two
individual or collective actors
in their shared performing of
HR activities.

11. *
*OPERATIONAL E-HRM: It is
concerned with administrative
functions.
*RELATIONAL E-HRM: It is concerned
with supporting business processes.
*TRANSFORMATIONAL E-HRM: It is
concerned with strategic HR activities
such as knowledge management.

12. *
The International Association for HRM
is a professional association for
information management in HR
founded in 1980.
IHRIM is the professional HR
association dedicated to the HRIS and
HR technology professions. IHRIM is
the clearing house for the HRM.

13. *
*Automatic Data Processing
*Recruitment Software
*Defense Integrated Military HR systems
*Employee Relationship Management
*People Soft
*Success factors
*Vendor Management system

14. *
 PERSONAL ADMINISTRATION
 SALARY ADMINISTRATION
 LEAVE/ABSENCE RECORDING
 SKILL INVENTORY
 MEDICAL HISTORY
 ACCIDENT MONITORING
 PERFORMANCE APPRAISALS
 TRAINING AND DEVELOPMENT
 HUMAN RESOURCE PLANNING
 RECRUITMENT

15. *
*Higher speed of retrieval and processing of
data.
*Reduction in duplication of efforts leading to
reduced cost.
*Ease in classifying and reclassifying data.
*Better analysis leading to more effective
decision making.
*Fast response to answer queries.

16. *
*Higher accuracy of information/ report
generated.
*Improved quality of reports.
*Better work culture.
*More transparency in the system.
*Employee self – management.

17. *
*It can be expensive in terms of finance and manpower.
*Lack of communication.
*Security is one of the biggest worries.
*Though understanding of the system is necessary for its
functioning.
*With larger installations , there’s probably the cost of hiring
an IT specialist to manage the system.

18. *
We can conclude that HRIS can help both
employer and employee in order to do their
job. It can help organization going smoothly
using technology . Organization can improve
their management system from traditional
approach to a modern approach that using a
technology base. Organization can take
advantage in competition when their
organization more advances.

19. *

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