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Human resource information systems


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Human resource information systems

  1. 1. Human Resource Information Systems Vikas Raj 2008MB47
  2. 2. Content <ul><li>Introduction </li></ul><ul><li>HRIS – Why it is needed? </li></ul><ul><li>HRIS – Applications & Utilities </li></ul><ul><li>HRIS – Benefits </li></ul><ul><li>HRIS – Barriers </li></ul><ul><li>HR Software </li></ul><ul><li>Conclusion </li></ul>
  3. 3. HRM – An Introduction <ul><li>Human Resources is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employee. </li></ul><ul><li>Human beings are also considered to be resources because it is the ability of humans that helps to change the gifts of nature into valuable resources. </li></ul>
  4. 4. Information System <ul><li>A system, whether automated or manual, that comprises people, machines, and/or methods organized to collect, process, transmit, and disseminate data that represent user information. </li></ul>
  5. 5. The Evolution of the HRIS <ul><li>First, paper files were located in the Personnel department. </li></ul><ul><li>Then, punched card and magnetic media files were located in IS. </li></ul><ul><li>Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. </li></ul><ul><li>In the late 1970's the concept of an HRIS was born. </li></ul>
  6. 6. HRIS - Introduction <ul><li>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. </li></ul><ul><li>It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field. </li></ul><ul><li>It can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports. </li></ul>
  7. 7. HRIS – Why it is needed? <ul><li>Storing information and data for each individual employee. </li></ul><ul><li>Providing a basis for planning, decision making, controlling and other human resource functions. </li></ul><ul><li>Meeting daily transactional requirement such as marking absent and present and granting leave. </li></ul><ul><li>Supplying data and submitting returns to government and other statutory agencies. </li></ul>
  8. 8. HRIS – Appl. & Utilities <ul><li>Personnel administration - It will encompass information about each employee, such as name address, personal details etc. </li></ul><ul><li>  Salary administration - Salary review procedure are important function of HRM, a good HRIS system must be able to perform what if analysis and present the reports Of changes. </li></ul>
  9. 9. HRIS – Appl. & Utilities Contd… <ul><li>Leave and absence recording — Essentially be able to provide comprehensive method of controlling leave/absences. </li></ul><ul><li>Skill inventory - It is also used to store record of acquired skills and monitor the skill database both employee and organisational level. </li></ul>
  10. 10. HRIS - Benefits <ul><li>Higher Speed of retrieval and processing of data. </li></ul><ul><li>Reduction in duplication of efforts leading to reduced cost. </li></ul><ul><li>Ease in classifying and reclassifying data. </li></ul><ul><li>Better analysis leading to more effective decision making. </li></ul><ul><li>Higher accuracy of information/report generated. </li></ul><ul><li>Improved planning and program development. </li></ul>
  11. 11. HRIS – Benefits Contd………. <ul><li>Fast response to answer queries. </li></ul><ul><li>Improved quality of reports. </li></ul><ul><li>Better work culture. </li></ul><ul><li>Establishing of streamlined and systematic procedure. </li></ul><ul><li>More transparency in the system. </li></ul><ul><li>Employee – Self Management. </li></ul><ul><li>Enhanced employee communications (Overman, 1992). </li></ul>
  12. 12. HRIS - Barriers <ul><li>Lack of management commitment </li></ul><ul><li>No or poorly done needs analysis </li></ul><ul><li>Failure to include key people </li></ul><ul><li>Failure to keep project team intact </li></ul><ul><li>Politics / hidden agendas </li></ul><ul><li>Failure to involve / consult significant groups </li></ul><ul><li>Lack of communication </li></ul><ul><li>Bad timing (time of year and duration </li></ul>
  13. 13. HRIS Software <ul><li>Abra Suite: for human resources and payroll management </li></ul><ul><li>ABS (Atlas Business Solutions): General Information, Wages information, emergency information, Reminders, Evaluators, Notes customer information, Documents and photos, Separation information. </li></ul><ul><li>CORT:HRMS: applicant tracking, Attendance tracking and calendars, Wage information, Skills tracking, Reports-to information, Status tracking, Job history tracking, Cost center tracking, Reviews and tracking, Mass update and change tools etc. </li></ul><ul><li>HRSOFT : Identify and track senior managers, Assess management skills and talents, Generate a wide range of reports, resumes, employee profiles, replacement tables and succession analysis reports, Identify individuals for promotion, skills shortages, unexpected vacancy, Discover talent deep, Competency Management, career development,  align succession plans etc. </li></ul>
  14. 14. HRIS Software <ul><li>ORACLE- HRMS : Oracle iRecruitment, Oracle Self-Service Human Resources, Payroll, HR Intelligence, Oracle Learning Management, Oracle Time and Labor </li></ul><ul><li>PEOPLESOFT : Enterprise eRecruit, Enterprise Resume Processing, Enterprise Services Procurement, Workforce Planning, Warehouse </li></ul><ul><li>SAP HR : Human Capital Management (HCM) for Business, All-in-One: Rapid HR, </li></ul><ul><li>SPECTRUM HR : iVantage® and HRVantage®. iVantage is a Web-based HRIS product designed for organizations with up to 10,000 employees. </li></ul>
  15. 15. HRIS Software <ul><li>Human Resource MicroSystems : sophisticated data collection and reporting, flexible spending accounts, compensation, employment history, time off, EEO, qualifications, Applicant/Requisition Tracking, Position Control/Succession Planning, Training Administration, Organization Charts, HRIS-Pro Net (employee/managerial self-service), HR Automation (eNotification and eScheduler), and Performance Pro (performance management) </li></ul><ul><li>VANTAGE: HRA : 'Point-and-Click' report writing, internal Messaging System for leaving reminders to yourself, to someone else or to everyone using HRA - very useful for Benefit Applications, Disciplinary Actions, Special Events, Employee Summary Screen for Basic, Leave (Absenteeism) and Salary/Position History, skills & training module, Leave Tracking Module </li></ul>
  16. 16. HRIS - Vendors <ul><li>More than 25, world-wide. </li></ul><ul><ul><li>Automatic Data Processing Inc. </li></ul></ul><ul><ul><li>SAP AG </li></ul></ul><ul><ul><li>Restrac Web Hire </li></ul></ul><ul><ul><li>Oracle/PeopleSoft </li></ul></ul><ul><ul><li>Human Resource Microsystems </li></ul></ul><ul><ul><li>Business Computer Systems </li></ul></ul><ul><ul><li>Lawson Software </li></ul></ul>
  17. 17. Conclusion <ul><li>A Human Resource Information System (HRIS) refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field. </li></ul><ul><li>The importance of the human resource function and the human resources information system has grown over the last ten years </li></ul>
  18. 18. THANK YOU