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  1. 1. HRIS-Human Resource Information System 1
  2. 2. Data vs Information  Data - “Just the facts” >>raw facts  Information - data that has been transformed into a more useful or meaningful form 2
  3. 3. How does data become information? Data Transformation Information Process
  4. 4. What is an Information System? Input Processing Output Feedback Loop
  5. 5. What is a “Human Resource Information System”  The application of computers to employee-related record keeping and reporting, and management decision making  any organized approach for obtaining relevant and timely information as a base for human resource decisions  HRIS is a set of inter related components working together to collect, process and store information to support HR decision making, coordination and control in an organization. 5
  6. 6. History of HRIS  1950‟s - virtually non-existent  1960‟s - only a select few  1970‟s - greater need  1980‟s - HRIS a reality in many orgs  1990‟s - Numerous vendors, specialties 6
  7. 7. Typical HRIS Record Keeping Requirements  Employee information  Wage and salary data  Review dates  Benefits  Education and training  Attendance  Performance data/appraisal results 7
  8. 8. Typical HRIS Reporting Reqs.  Employee profiles/lists  Summary reports on employee groups  Historical trends in work-related info  Person-position comparisons 8
  9. 9. HRIS Tracks... Medical Recruit/ Records Employ EEO/AAP Workers Comp Payroll Health & People Safety Jobs Positions Benefits HR Planning Emp. T&D Relations Comp. Pension Admin 9
  10. 10. Why are Carefully Developed Info Systems Important to HR?  Better safety  Increased Productivity  Better service  More efficient  Competitive Advantage administration  Fewer Errors  More opportunities  Greater Accuracy  Reduced labor requirements  Higher Quality Products  Reduced costs  Improved Health Care  Superior managerial  Improved Communication decision making  Increased Efficiency  Superior control 10
  11. 11. Developing an HRIS: System Development Life Cycle (SDLC) Planning Analysis Design Implementation Maintenance 11
  12. 12. How HRIS helps HR????  HRIS can assist human resources in numerous ways, but particularly in their day- to-day duties by streamlining workflow processes through control processes, system interfaces and database validation.  HRIS has can help a company primarily through the organisation of its people data, with far more accurate demographics around the business and cost allocations or cost centres. 12
  13. 13.  HRIS will add value is by pushing the management of employees back onto managers within the business and away from HR thus allowing people to self manage more importantly.  Two other areas HRIS can assist HR in include gaining greater control of payroll processing at a fraction of the cost of outsourcing, and ensuring government and payroll tax compliance with automatic updates that keep you up-to-date on the latest regulations. 13
  14. 14. HRIS: The Strategic value  Efficiency – cost & time  Effectiveness – orientation on the most valuable asset of the organization – PEOPLE => Adding the strategic value to the organization 14
  15. 15. HRIS: the way to gain competitive advantage  PEOPLE, most valuable asset – competitive advantage  • HRIS – manages PEOPLE efficiently and effectively HRIS – gaining competitive advantage 15
  16. 16. Why HRIS sometimes fail?????  Unclear goals/objectives  Management- unrealistic  System solves the wrong expectations problem  Lack of overall plan for  Improper vendor/product record mgt. selection  Lack of flexibility and  Low user involvement adaptability  Planning overlooks impact on  Misinterpret HR clerical procedures specifications  Lack of HR/functional expertise  Poor communication in designing between HR/IS  Underestimate conversion effort  Inadequate testing 16
  17. 17. BENEFITS • Saving time • Saving costs • Work re-allocation 17
  18. 18. Saving time [efficiency]  Easy data maintenance  Administrative processes automated  Employee „self-service‟  Adequate information base that leads to timely and just decision making  Responding faster to employee inquiries to enhance efficiency and productivity 18
  19. 19. Saving costs  Less time spent on tasks = less money  Minimum paperwork  Timely and accurate decision making includes less cost 19
  20. 20. Work re-allocation  Helping the employees perform better through effective career planning and performance management  Integrating the human resource function with other business functions in the enterprise, to serve personnel better 20
  21. 21. HRIS – the latest and greatest  core HRIS functions is intranet HR self-service  online appraisals, career management, training registrations and publishing people related company information.  HRIS can also integrate with desktop applications including e-mail, word document merges and schedules via triggered actions within the HRIS  latest and greatest HRIS include time-clock systems, OLAP(online analytical processing databases), real time systems, web GUI’s and scanned data. 21
  22. 22. HRIS pitfalls  HRIS is lack of buy-in from important parties  Another common issue is that HR and payroll go forward and purchase software that’s not compatible with the mainstream organisation or is not compatible with a broader IT strategy  Reduction in HR’s involvement in the everyday processing of paper flow. 22
  23. 23. HRIS: Key message  “By automating Human Resource practices,HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and adds strategic value to the organization.” 23