Human Resource Information System (HRIS)
is the composite of databases, computer
applications, hardware and software that are
used to collect, record, store, manage,
deliver, present and manipulate data of
Broderick and Boudreau (1992)
HISTORY OF HRIS…..
1950`s - Virtually non-existent
1960`s - Only a few vendors.
1970`s - greater need in organizations.
1980`s – HRIS - reality in many
1990`s - Numerous vendors, specialties….
FUNCTIONS OF HRIS
Create and maintain employee records.
Ensure legal compliance.
Forecast and plan future HR requirements.
Reduces the manual work.
Assist managers by providing the relevant data.
HRIS- ‘STAGES OF DEVELOPMENT’
Primary level (EDP Stage)
• Focus on data storage, processing and
• Restricted to payroll and storing basic details
Secondary level (MIS Stage)
• Increased report generation flexibility.
• Intended in control of operations and
STAGES OF DEVPT- CONTD….
Tertiary level (DSS Stage)
• More interactive and capable of developing
decisions on many strategic issues.
• Intended in competency mapping of existing
manpower, their future utilization, training
and development initiatives, suitable
compensation packages etc.
AREAS OF HRIS
Personal employee information.
Wages and salaries.
Calculation of Benefits.
Education & training.
Operational HRIS provides data to support
routine and repetitive human resource
Information is detailed, structured, accurate
Strategic HRIS helps top level managers to
set goals and directions for organisation.
Gather and manage information from within
and outside organisation.
Supports management decisions emphasizing
allocation of human resources.
The decisions include recruitment decisions,
job analysis and design decisions, training and
development decisions, and employee
compensation plan decisions.
BENEFITS OF HRIS
Saving time leads to efficiency.
Easy data maintenance.
Administrative processes automated.
Adequate information base that leads to
timely decision making.
Responding faster to employee inquiries to
enhance efficiency and productivity.
Less time spent on tasks = less money.
Timely and accurate decision making
includes less cost.
Helping the employees perform better
through effective career planning and
Integrating the human resource function with
other business functions in the enterprise, to
serve personnel better.
STEPS IN IMPLIMENTING HRIS
Inception of idea.
Feasibility of study.
Selecting a project team.
Defining the requirements.
Package on tract negotiations.
Tailoring the system.
Collecting the data.
Testing the system.
Starting the system.
Running in parallel.
LIMITATIONS OF HRIS
It can be expensive in terms of finance and
Thorough understanding of the system is
necessary for its functioning.
Lack of communication.
HRIS implemented may be on poorly done
HRIS IN HOSPITALS
Low-resource countries face difficulties in
meeting the health care needs of their
people. For e.g.:- Countries in sub-Saharan
Africa suffer from 24% of the global disease
burden, but have only three percent of the
global health workforce to provide necessary
Routine and accurate HRIS data helps to
deploy the right health workers in the right
places to meet the health care needs.
HRIS can be used to standardize and
support ongoing management and support of
the health workforce.
Capacity Plus Inc, IntraHealth International
are some of the HRIS softwares used in
practices, HRIS saves
time, money and
work processes thus
advantage and adds
strategic value to the
Dipak kumar bhattacharyya, Human
Resource Management, Second edition,
Excel books publications, New delhi.