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Human Resource Information System - HRIS


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Human Resource Information System

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Human Resource Information System - HRIS

  1. 1. Human ResourceHuman Resource Information System (HRIS)Information System (HRIS) Mr. Sem ShaikhMr. Sem Shaikh 1
  2. 2. AgendaAgenda  Introducing HR & IS  Concept of HRIS  Need of HRIS  Case Study of Visited Company  Utility and Applications  Implementation of HRIS  Benefits  Limitations  Conclusion 2
  3. 3. HRM – IntroductionHRM – Introduction  Human Resources is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employee.  Human beings are also considered to be resources because it is the ability of humans that helps to change the gifts of nature into valuable resources. While taking into account human beings as resources, the following things have to be kept in mind:  The size of the population  The quality  "The people that staff and operate an organization"; as contrasted with the financial and material resources of an organization. 3
  4. 4. HRM – AST & D ViewHRM – AST & D View 4 EmployeeEmployee assistanceassistance Compensation/Compensation/ BenefitsBenefits PersonnelPersonnel Research &Research & ISIS SelectionSelection And staffingAnd staffing HRPHRP Organization/Organization/ Job designJob design ODOD T & DT & D EmployeeEmployee assistanceassistance HR areas output: Quality of work life Productivity readiness for change HR areas output: Quality of work life Productivity readiness for change
  5. 5. Information SystemInformation System A system, whether automated or manual, that comprises people, machines, and/or methods organized to collect, process, transmit, and disseminate data that represent user information. 5
  6. 6. HRIS - IntroductionHRIS - Introduction  Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies.  It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field.  It can be used to maintain details such 6
  7. 7. HRIS - Why it isHRIS - Why it is neededneeded ????  Storing information and data for each individual employee.  Providing a basis for planning, decision making, controlling and other human resource functions.  Meeting daily transactional requirement such as marking absent and present and granting leave. 7
  8. 8. Building Organizational Capabilities Job Design and Organizational Structure Increasing size of workforce Technological Advances Computerized information 8 HRIS - Why it isHRIS - Why it is neededneeded ??
  9. 9. HRIS TrackHRIS Track 9 Personal Records Recruitment & Selection Employment Equity Salary Administration Trng. & Dev. Compensation Employee Relations BenefitsHR Planning Pension Administration Medical Records Health & Safety Job People Positions
  10. 10. HRIS – ApplIcAtIon & UtIlItIeSHRIS – ApplIcAtIon & UtIlItIeS  Personnel administ rat ion - I t will encompass inf ormat ion about each employee, such as name address, personal det ails et c.   Salary administ rat ion - Salary review procedure are import ant f unct ion of HRM, a good HRI S syst em must be able t o perf orm what if analysis and present t he report s Of changes.  Leave and absence recording — 10
  11. 11.  Perf ormance appraisal — The syst em should record individual employee perf ormance, appraisal dat a, such as due dat e of appraisal, scores et c.  Human resource planning — HRI S should record det ails of t he organisat ional requirement s in t erms of posit ions  Recruit ment — Record det ails of recruit ment act ivit ies such as cost and met hod of recruit ment and t ime t o f ill t he posit ion et c.  Career planning - Syst em must be able t o provide wit h succession plans report s t o ident if y which employee have been earmarked f or which posit ion.  Collect ive bargaining — A comput er t erminal can be posit ioned in t he conf erence room linked t o dat abase. 11 HRIS – ApplIcAtIon & UtIlItIeSHRIS – ApplIcAtIon & UtIlItIeS
  12. 12. Company Report : SunGardCompany Report : SunGard  SunGard is a global leader in -  Software and processing solutions for financial services  Higher education and the public sector.   Business continuity services.    Established 1978.  Annual revenue exceeding $4 billion (2006-07).  More than 25,000 customers in more than 50 countries, including the world's 50 largest financial services companies.  Employs strength 16,000 in more than 400 offices in 30 countries.   Headquarter - Wayne, Pennsylvania.  India offices – Bangalore, Pune.  Pune Office – Meridian Plaza, Senapati Bapat Road. 12
  13. 13. HRIS Q &A with SunGardHRIS Q &A with SunGard  Which system do you use in your organisation for HRM? Oracle/PeopleSoft Employee Suit HRMS Package. 13
  14. 14.  What benefits do you get from the information system?  HRIS system is able to provide us various benefits like speedy retrieval and processing of data, its easy classification.  It helps in better analysis and more effective decisions making .  Provides us with accurate information, quality reports and overall better work culture.  Eliminates personal biasness, brings transparency. 14 HRIS Q &A with SunGardHRIS Q &A with SunGard
  15. 15.  What are the problems faced by HR people while using the system? Although the system is efficient, but sometimes we face the problems like system slowdown or higher downtimes and if there is some particular limitation in module than work suffers, some HR people are not comfortable in using system efficiently so time is to be given in training for the system. 15 HRIS Q &A with SunGardHRIS Q &A with SunGard
  16. 16.  How does implementation of such system in organization, affect its culture and employees?  With the introduction of HRIS system the work culture in the organization gets changed and we as HR managers are able to serve to other employees in efficient manner which is again raising the satisfaction level among ourselves. But some time some senior employees are resistant to the change also. 16 HRIS Q &A with SunGardHRIS Q &A with SunGard
  17. 17.  What are the uses of HRIS in different functions of HR? HRIS system is helping out in all the functions and activities related to HR like payroll processing, training and development , job evaluation process and appraisals, recruitments etc. by providing 17 HRIS Q &A with SunGardHRIS Q &A with SunGard
  18. 18.  What are the limitation in the existing HRIS in your organisation?  Although the system is highly supportive, but there is also a requirement of Query Based Ticketing System (QBTS) with SLA.  On query resolution queries raised on window will go to the concerned HR officer, at the same the HR officer will get a work list pertaining to the query, raised by an employee in his department. 18 HRIS Q &A with SunGardHRIS Q &A with SunGard
  19. 19.  How much secure is the system actually from HR point of view?  System is absolutely secure. We have three level security system in our application. Authorization, Authentication and Auditing. 19 HRIS Q &A with SunGardHRIS Q &A with SunGard
  20. 20. HRIS - VendorsHRIS - Vendors  More than 25, world-wide.  Automatic Data Processing Inc.  SAP AG  Restrac Web Hire  Oracle/PeopleSoft  Human Resource Microsystems  Business Computer Systems  Lawson Software 20
  22. 22. HRIS - ImplementationHRIS - Implementation  Complete Business Solutions (CBS)  Build Your Own Integrated System Approach (BYOSIS)  Multiple Systems and Data Hub Approach (MS&DH) 22
  23. 23. HRIS – ExampleHRIS – Example  Oracle/PeopleSoft HRMS (ver. 12)  Automates the entire recruit-to-retire process.  A single integrated application includes the following HR activities:  Recruitment  Performance management  Learning  Compensation and benefits  Payroll  Workforce scheduling  Time management and real time analytics. 23
  24. 24. Oracle/PeopleSoft HRMSOracle/PeopleSoft HRMS  Example: Payroll System  Based on a global HRMS engine with country- specific localization extensions  Integrated with Human Resources (core), Advanced Benefits, Self-Service HR, Incentive Compensation, and Oracle Financials. 24
  25. 25. Oracle Payroll: Scope & UtilitiesOracle Payroll: Scope & Utilities  Defines comprehensive eligibility rules that link user-defined criteria.  Defines standard rules for automatically assigning and changing employee compensation and benefits.  Minimizes workforce inquiries by providing near real time remuneration data and history.  Utilizes simple, configurable formulae.  Controls each employee’s unique processing rules and calculations using Fast Formula.  Uses conditional logic for more complex cases.  Streamlines administrative processes.  Reduces set-up costs and processing time & errors.  Manages global compensation with one application.  Organization-wide control of workforce payroll and compensation data. 25
  26. 26. Oracle Payroll: Scope & UtilitiesOracle Payroll: Scope & Utilities  Implements Oracle Payroll's core payroll engine, by adding local extensions to attain the legislative functionality and country reporting requirements.  Configures and manages personalized compensation policies and programs with one global payroll engine.  Monitors payroll processes end-to-end.  Reconciles errors while maintaining current calculations.  Simultaneous processing of multiple groups of employees.  Reduces administrative costs with online paperless pay- slips.  Standard and personalized reports are utilized to view and analyze your payroll data.  Configurable security for unique access. 26
  27. 27. HRIS - BenefitsHRIS - Benefits  Employee Sat isf act ion Up t o 50%  Wor ker Pr oduct ivit y  40-60%  Lear ning Ef f ect iveness Up t o 40%  Ser vice Levels  20-30%  Employee Tur nover  20-70%  Time t o Ramp New Hir es 50% Sources:  Giga 2003, Cedar 2002  27
  28. 28. HRIS - BenefitsHRIS - Benefits  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.  Higher accuracy of information/report generated.  Fast response to answer queries.  Improved quality of reports.  Better work culture.  Establishing of streamlined and systematic procedure.  More transparency in the system.  Employee – Self Management. 28
  29. 29. HRIS - DisadvantagesHRIS - Disadvantages  It can be expensive in terms of finance and manpower.  It can be threatening and inconvenient.  Thorough understanding of what constitutes quality information for the user.  Computer cannot substitute human beings. 29
  30. 30. Conclusion :-Conclusion :- We are becoming the servants in thought, as in action, of the machines. Evidently, we30
  31. 31. ReferencesReferences  Fundamentals of HRM – S. P. Robbins  Human Resource Management - Biswajeet Patnayak  Management Information Systems: New Approaches to Organisation and Technology – Upper Saddle River  Integrated HR Systems – Linda Stroh  PeopleSoft 8.8 Application Fundamentals for HRMS PeopleBook  Web References: 31