HRIS

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HRIS

  1. 1. MUNDRIKA KUMAR SAH
  2. 2. Agenda History of HRIS Concept of HRIS Utility and Applications of HRIS HRIS Track Need of HRIS Development Benefits Limitations Conclusion
  3. 3. 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
  4. 4. INTRODUCTIONA Human Resource Information System (HRIS), is asoftware solution for small to mid-sizedbusinesses to help automate and managetheir HR, payroll, management andaccounting activities.
  5. 5. 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.
  6. 6. Applications and Utilities 6
  7. 7. 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
  8. 8. 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
  9. 9. HRIS - DevelopmentCONCIEVE & PLAN ANALYSE DESIGN TEST IMPLIMENT MAINTAIN
  10. 10. 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.
  11. 11. 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
  12. 12. 12
  13. 13. Conclusion 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.
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