Agenda History of HRIS Concept of HRIS Utility and Applications of HRIS HRIS Track Need of HRIS Development Benefits Limitations Conclusion
History of HRIS H 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 3
INTRODUCTIONA Human Resource Information System (HRIS), is asoftware solution for small to mid-sizedbusinesses to help automate and managetheir HR, payroll, management andaccounting activities.
Continue… 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. A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.
HRIS Track Personal Recruitment Employment Salary Records & Selection Equity Administration Medical Pension Records People Administration Health & Job Positions Employee Safety Relations HR Planning Trng. & Dev. Compensation Benefits
Why HRIS is needed? Storing information and data for each individual employee. Providing a basis for planning, decision making, controlling and other human resource functions. Building organizational capabilities Job design and organizational structure Increasing size of workforce Technological advances Computerized infor. system Changes in legal environment
HRIS - DevelopmentCONCIEVE & PLAN ANALYSE DESIGN TEST IMPLIMENT MAINTAIN
HRIS - 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.
HRIS – Limitations 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. Lack of communication Time of year and duration No or poorly done needs analysis