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Human resource information system ppt

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Human resource information system ppt

  1. 1. ne Balen-Climacosaine Balen-Climacosa
  2. 2. Human resources haveHuman resources havebecome a subject thatbecome a subject thatconcerns many of usconcerns many of ustoday.Everytoday.Everyorganization, from theorganization, from thesmall candy makingsmall candy makingbusiness to the giantbusiness to the giantaircraft manufacturingaircraft manufacturingcompanies rely on theircompanies rely on theirrespectivehumanrespectivehumanresources departmentsresources departmentsfor various purposes.for various purposes.
  3. 3. HUMANRESOURCESYSTEMHUMANRESOURCESYSTEM
  4. 4. TheHumanTheHumanResource InformationResource InformationSystemSystem (HRIS)(HRIS) is ais asoftware or onlinesoftware or onlinesolution for the datasolution for the dataentry, data tracking,entry, data tracking,and data informationand data informationneeds of the Humanneeds of the HumanResources,payroll,Resources,payroll,management,andmanagement,andnting functionsnting functionsess.ness.WhatisHRIS?WhatisHRIS?
  5. 5. Normally packaged as a dataNormally packaged as a database, andbase, andhas different capabilities.has different capabilities.HRIS
  6. 6. HRISHRISDeals with issues suchDeals with issues suchasrecruitmentandasrecruitmentandselection,training,selection,training,appraisal, compensationappraisal, compensationandperformanceandperformancemanagementofthemanagementoftheemployee.employee.A system organized toA system organized tocollect, process, transmit,collect, process, transmit,and disseminate data thatand disseminate data thatrepresentrepresentuser informatuser informati
  7. 7. Benefits of HRIS• Administrativeand operationalefficiency incompiling HRdata• Availability ofdata for effectiveHR strategicplanningUses of HRIS• Automation of payrolland benefit activities• EEO/affirmative actiontracking
  8. 8. TheEvolutionofTheEvolutionoftheHRIStheHRIS1.1.First, paper files wFirst, paper files win the Personnel department.in the Personnel department.2.2.Then, punched card andThen, punched card andmagnetic media files weremagnetic media files werelocated in IS.located in IS.3.3.Government legislation in theGovernment legislation in the1960s and 70s eventually1960s and 70s eventuallycalled managements attentioncalled managements attentionto the importance of HR data.to the importance of HR data.4.4.In the late 1970s the conceptIn the late 1970s the conceptof an HRIS was born.of an HRIS was born.
  9. 9. AccessingtheHRISAccessingtheHRISAccessingtheHRISAccessingtheHRIS Intranet–An organizational(internal) network thatoperates over theInternet. Extranet–An Internet-linkednetwork that allowsemployees access toinformation provided byexternal entities. Web-based HRIS Uses–Bulletin boards–Data access–Emplo
  10. 10. CRITERIA FORCRITERIA FORSELECTING ANSELECTING ANHRISHRIS
  11. 11. An ability to linkAn ability to linkwith other databaseswith other databasesand computers.and computers.INTEGRATION
  12. 12. TOPMANAGEMENT
  13. 13. Network ConfigurationsNetwork ConfigurationsA star network connects manyA star network connects manycomputers and computercomputers and computerresources, such as a printer, to aresources, such as a printer, to acentral computer called acentral computer called a serverserverthat directs the flow ofthat directs the flow ofinformation. A token-ring networkinformation. A token-ring networkuses a special message called auses a special message called atoken that travels from computertoken that travels from computerto computer. The tokento computer. The tokendesignates which computerdesignates which computersends information through thesends information through thenetwork.© Microsoft Corporation.network.© Microsoft Corporation.
  14. 14. • COMPATIBILITYCOMPATIBILITYWITH OTHERWITH OTHERSYSTEMS/INFORSYSTEMS/INFORMATIONMATIONDATABASESDATABASES• INTEGRATEINTEGRATEINDIVIDUALINDIVIDUALSOFTWARE INTOSOFTWARE INTOONE COMPOSITEONE COMPOSITESYSTEMSYSTEMTO OTHERCOMPUTERSTO INTRANETAPPLICATIONTO OTHERSOFTWARETO PAYROLLTO OTHERDATABASESTO WORDPROCESSINGTO E-MAILAND FAXTOREPORTINGSYSTEMSTO LEGALHELPTO OTHER HRSOFTWAREINTEGRATION
  15. 15. The HRIS must redThe HRIS must redback office work and costsback office work and costsand bring speed inand bring speed intransactions and sharing oftransactions and sharing ofinformation for betterinformation for betterdecision-making.decision-making.INVESTMENTINVESTMENTThe HRD managers must do aThe HRD managers must do athorough study and analysisthorough study and analysisof its information needs.of its information needs.COST-EFFECTIVENESS
  16. 16. InternalInternalnetworks ofnetworks ofinformationinformationthrough thethrough thecomputercomputeraccessible toaccessible toallallemployeesemployeesDATA ACCESSCONTROLA matter of configuration ofA matter of configuration ofinformation needed forinformation needed for““View onlyView only”” and those thatand those thatare modifiableare modifiableEmployee self-serviceEmployee self-serviceUpdates on HR recordsUpdates on HR records(leave,(leave,rewards,rewards,compensation, etc.)compensation, etc.)Online MISOnline MISAbility to carry large texts likeAbility to carry large texts likepolicies and procedurespolicies and proceduresJob vacancies integrated withJob vacancies integrated withorganization’s officialorganization’s officialwebsitewebsiteLeave recordsLeave records
  17. 17. The arrangement with theThe arrangement with thevendor of the HRIS mustvendor of the HRIS mustensure that upgradesensure that upgradesare part of the contract,are part of the contract,provided at cost or freeprovided at cost or freeso that the system isso that the system iscurrent and fresh.current and fresh.DATA ACCESSCONTROL
  18. 18. HRD must know on aHRD must know on amoment-to-momentmoment-to-momentbasis what thebasis what thedevelopments in tacticsdevelopments in tacticsof various departmentsof various departmentsare and new strategiesare and new strategiesemployed in order toemployed in order toadapt quickly to theadapt quickly to thechanges.changes.EAMLESSMackinac BridgeThe Mackinac Bridge in northern Michigan is one of the longest suspensionbridges in the world, with a total span of more than 2.5 km (more than 1.5 mi).It connects Michigan’s Upper Peninsula (between Lake Superior and LakeMichigan) and Lower Peninsula (between Lake Michigan and Lake Huron).
  19. 19. INTERPRETATIONPRESENTATIONOF DATAANALYSIS
  20. 20. KindsofReportsKindsofReports• AnalysisAnalysisTreesTrees• UnlimitedUnlimitedUser LicenseUser License• GraphicsGraphics• InteractiveInteractiveGraphsGraphs• Response toResponse toPre-Pre-determineddeterminedformulaeformulae• Drag andDrag anddrop usedrop use• IntegrationsIntegrations• AnalysisAnalysisthroughthroughdifferentdifferentdatabasesdatabases• CustomizableCustomizableandandconfigurableconfigurablesystemsystem
  21. 21. An HRDM has to lookAn HRDM has to lookat the volume ofat the volume ofinformation requiredinformation requiredwhich has to be stored.which has to be stored.The HRIS must factorThe HRIS must factorthe kind of informationthe kind of informationand its volume eachand its volume eachyear required foryear required forwarehousingwarehousingStored dataStored datamay rangemay rangefrom ofrom oWAREHOUSINGIs the abilityto storeinformation
  22. 22. AN ABILITY TO RETRIEVEAN ABILITY TO RETRIEVEINFORMATION EASILY FROMINFORMATION EASILY FROMTHE MORASS OFTHE MORASS OFINFORMATION STORED IN THEINFORMATION STORED IN THEWAREHOUSEWAREHOUSEThe HRIS must have the ‘search’The HRIS must have the ‘search’capability to retrieve informationcapability to retrieve informationquicklyquicklyMINING
  23. 23. HRISThe abilityto beexpandedas thebusinessgrows.DATA ACCESSCONTROL
  24. 24. TRAINING
  25. 25. Useful incase of systemsUseful incase of systemsbreakdownsbreakdownsA provision of immediate responseA provision of immediate responseand attentionand attentionMAINTENANCE
  26. 26. Not everyone has theNot everyone has theright to accessright to accessUSER IDsUSER IDsAre necessary primarilyAre necessary primarilyto each individualto each individualPersonal salaryPersonal salarythis requires personal pinthis requires personal pinSECURITY
  27. 27. APPLICATIONOF HRIS
  28. 28. HRHRPLANNINGPLANNING• OrganizationOrganizationchartscharts• HR policiesHR policiesandandproceduresprocedures( on intranet )( on intranet )• OrganizationOrganizationRules andRules andRegulationsRegulations• HR budgetsHR budgets• Job AnalysisJob Analysisand Designand Design• SuccessionSuccessionPlansPlansSoftware andSoftware andrecordsrecords• JobJob• OrganizationOrganizationinformationinformation• OrganizationOrganizationstandardsstandards• HR AnnualHR AnnualPlanPlan• IndustryIndustrystandardsstandards• Career PlansCareer PlansSoftware andSoftware andRecordsRecords• KnowledgeKnowledgeand skillsand skillsinventoryinventory• HospitalityHospitalityng normsing norms
  29. 29. RecruitmentRecruitment• Job descriptionsJob descriptions• Talent bankTalent bank• Vacancy detailsVacancy details• Applicant searchApplicant search• ApplicantApplicantcorrespondencecorrespondence• ApplicantApplicantaddresses andaddresses andcontact numbercontact number• OnlineOnlineapplicationsapplications• CompensationCompensationstructurestructure• Photographs ofPhotographs ofapplicantsapplicants• Records ofRecords oforientationorientationprogrammesprogrammes• ApplicantApplicantdetailsdetails• JobJobspecificationsspecifications• JobJobadvertisementsadvertisementsand postingsand postings• Applicant statusApplicant status• ApplicantApplicanttrackingtracking• Standard jobStandard joboffer andoffer andappointmentappointmentlettersletters• DepartmentDepartmentand unitand unitvacanciesvacanciesob personsJob persons
  30. 30. AnalysisandAnalysisandreportsreports• Sourcing cost analysisSourcing cost analysis• Recruitment costRecruitment costanalysisanalysis• Sourcing statisticsSourcing statistics• Vacancy costingVacancy costing
  31. 31. CompensationCompensationandBenefitsandBenefits• CompensationCompensationand benefitsand benefitsstructurestructure• OvertimeOvertimerecordsrecords• Individual payIndividual payslipsslips• Leave recordsLeave records• Leave requestsLeave requestsand entitlementsand entitlements• WagesWagesadministrationadministration• PerformancePerformanceappraisal ratingappraisal rating• VacationVacation• Salary gradesSalary grades• AttendanceAttendance• Pay reviewsPay reviewsand proposalsand proposals• DeductionsDeductions• MaternityMaternitybenefits andbenefits andtrailtrail• Ad hocAd hocpaymentspayments• AllowanceAllowance• Payroll costsPayroll costs• InformationInformationon rewardson rewards
  32. 32. • ProgrammeProgrammeschedulingscheduling(colour planner )(colour planner )• Online courseOnline coursebookingbooking• Lecturer profilesLecturer profiles• T&DT&DAdministrationAdministration• PerformancePerformanceappraisalappraisalrecommendationsrecommendations• Training recordsTraining records• CompetencyCompetencydetailsdetails• CourseCourseevaluationsevaluationsTraining andTraining andDevelopmDevelopm• Training needs analysisTraining needs analysis• Budget control and costsBudget control and costsallocationallocation• Trainee profilesTrainee profiles• Cancellation managementCancellation management• Classroom bookingsClassroom bookings• Post training knowledgePost training knowledgeinventoryinventory• Skills gap analysisSkills gap analysis• External trainingExternal trainingprogrammesprogrammes
  33. 33. HR AdministrationHR Administration• HR filesHR files• Standards lettersStandards letters• Contracts with vendorsContracts with vendors• Labour lawsLabour laws• Budget controlBudget control• Employee turnoverEmployee turnoverrecordsrecords• Grievance reviewsGrievance reviews• Expense contol andExpense contol andmanagementmanagement• Personal filesPersonal files• Staff listsStaff lists• Employment historyEmployment history• Competition dataCompetition data• AbsenteeismAbsenteeism• Disciplinary reviewDisciplinary review• HR reportsHR reports• Time recordingTime recording• New employee joiningNew employee joiningrecordsrecords
  34. 34. Analysis andAnalysis andRecordsRecords• Expensive costsExpensive costsanalysisanalysis• Expenditure analysisExpenditure analysis
  35. 35. EmployeeEmployeeRelationsRelations• Union contractUnion contract• History of disciplinary casesHistory of disciplinary cases• Employee recognition recordEmployee recognition record• History of union issuesHistory of union issues• Suggestion scheme recordsSuggestion scheme records
  36. 36. EmployeeHealthEmployeeHealthandSafeandSafe• Employee accidentEmployee accidentrecordsrecords• Safety rules (on intranet)Safety rules (on intranet)• Emergency plan (onEmergency plan (onintranet)intranet)
  37. 37. HRISSUMMARY
  38. 38. " Life is a series of tests that offer magnificentlearnings;either you get an A or you fall short.Yet in the end,it is not really about who made itand who did not.It is about the learning from each string ofoutcomes we gained,thriving to see who among us becomes better,tougher and well made after each test."

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