Class work

1. HUMAN RESOURCE INFORMATION SYSTEMS
PRESENTED BY GROUP: A
NABIRYE JUDITH ID 138-893
NANTZALA ELIZABETH ID 003-461

2. INTRODUCTION
 “HRIS is defined as a technology-based system that is used to acquire, store,
manipulate, analyze, retrieve, and dis-tribute relevant information regarding an
organization
AS defined by —S. I. Tannenbaum
 (HRIS ) is a database system developed to assist HR in decision making and
reporting. For Example Biometric systems used for Time and attendance of
employees
 The scope of HRIS is broad, and HRIS provides information about every aspect
of an employee details i.e recruitment, all details relating to an employee to
retirement
 HRIS as a system is a technology based and has three elements i.e Input (By
receiving information in form of data), Process (Storing and processing data
into meaningful information , Output of information.

3. OBJECTIVES OF HUMAN RESOURCE INFORMATION SYSTEMS (HRIS)
 HRIS is the application of technology for enhancing the efficiency of human
resource management.
 To ensure efficient collection, storage and distribution of HR-related
information in a paperless work environment.
 To facilitate faster processing of information and more effective decision
making to make the optimum use of the available human resources.
 To maximize the accuracy, reliability and validity of workforce records and
eliminate the cost and wastages associated with the manual maintenance of
HR records.

4. OBJECTIVES OF (HRIS) CONT…….
 • To enhance the ability of the human resource management to leverage and
absorb new and emerging opportunities and challenges in the business horizons.
 • To ensure efficient collection, storage and distribution of HR-related
information in a paperless work environment.
 • To create an HR information hub for the whole organization which facilitates
effective people-to-people and people-to-information contacts.
 • To establish an integrated system for achieving an efficient and purposeful
integration of various human resource functions and effective deployment of
strategic human resources.
 • To facilitate faster processing of information and more effective decision
making to make the optimum use of the available human resources.
 • To enable the HR managers to devote more time to strategic issues by
relieving them from routine operations through the employee self-service
system (ESS).The ESS in the HRIS lets the employees have direct access to select
information without disturbing the HR manager.

5. LIST THE TYPES AND COMPONENTS OF AN HRIS
 The HRIS supports management operates at three levels of an organization.
These are:
 The electronic data processing (EDP) level,
 The management information system (MIS) level
 The decision support system (DSS) level

6. ELECTRONIC DATA PROCESSING (EDP) LEVEL
 The purpose of an HRIS at the EDP level is collecting, storing, manipulating,
analyzing, retrieving and distributing relevant information regarding the
human resources of an organization. This is primarily used at the operational
levels of the organization. And it can be used for routine HR activities of the
organization like attendance, payroll and basic employee information, skill
inventory, applicant tracking, employee training data, career profile,
employee insurance, income tax details and other routine reports

7. The Management Information System (MIS) Level
 The next level of HRIS is called the management information system, in which
the HRIS has much wider and advanced applications. And this system provides
information to managers, who use it for decision making. The relevant data is
converted from storage to knowledge and this ultimately helps the manager
in directing and controlling human resources effectively, it is used primarily
by the middle-level managers for information retrieval, data analysis and
report generation.

8. Decision Support System (DSS) Level
 This is the last level of HRIS which is called the decision support system (DSS).
The primary users of a DSS are top managers and executives. It is basically an
interactive software-based model that helps the users in simulating situations
and making decisions. It works on the basis of the what if ”analysis and
simulation of the future scenario. It is useful in staffing simulation, succession
management simulation, career management simulation, training
administration and evaluation simulation, performance management
simulation, and compensation management simulation.

9. Components Of an HRIS
 There are majorly three components of HRIS as they can be seen below
 Data input refers to any information delivered to a computer or software application.
Because the provided information is also considered data, supplying information to the
computer is also known as data input. This action enables the computer to perform its
intended function and provide an output. Input or
 It refers to all employee-related data, HR policies, procedures, corporate goals and
information about the statutory provisions entered into the HRIS for conversion into the
desired form of output. At present, even the scanned images of documents and signatures
can be entered as input

10. DATA PROCESSING
 Data processing, manipulation of data by a computer. It includes the
conversion of raw data to machine-readable form, flow of data through the
CPU and memory to output devices, and formatting or transformation of
output. Any use of computers to perform defined operations on data can be
included under data processing. Or it can be defined as well as
 Data processing refers to the storing and processing of data by a computer with
the help of the software that issues instructions for processing. This stage
involves the methodical performance of operations like handling, merging,
sorting and computing of data. The end result of data processing would be data
conversion. The success of data transformation depends critically on the
validity, reliability and utility of input data.

11. Output
 Data output is the process and method by which data can be studied under
different circumstances and manipulated as required by the researcher. Any
statistical analysis produces an output data that needs to be studied. This can
also be defined as
 Output refers to the generation of reports in the form desired by the users.
This is the final stage of an HRIS process. The quality of the report indicates
the efficiency of the HRIS performance. In order to make the output valuable
to the user, the HRIS must process the output and format its presentation in a
way that is easily understandable to all the users of the report.

12. Enumerate the steps in the implementation of an HRIS
 The installation of a typical HRIS may involve the following stages:
 Determination of the need for HRIS
 Constitution of a project team
 Development of the project plan
 Designing and developing system specification
 Identification and training of user groups
 Implementation and maintenance.
 Evaluation of effectiveness.

13. Discuss the applications of an HRIS in human resource management
 A human resource information system comes with three major applications –
talent acquisition, talent management, and talent optimization – all this with the
effective backing of data. Within these broader pillars, the following
application bricks bring in multiple benefits and help in building a stronger
organization:
 Recruitment / Applicant Tracking
 Recruitment manages job descriptions and job vacancies, search for candidates
and the interview process. It is also referred to as an applicant-tracking system;
this is a web-based application that enables the electronic handling of
organizational employment needs.

14. Discuss the applications of an HRIS in
human resource management Cont…….
 Training and Development System
 Training provides a complete, scalable and open infrastructure that allows
organizations to manage, deliver, and track employee training participation in on-line
or classroom-based environments. Trainees interact with content and/or trainers at
their own pace. Managers set the business flow from order processing to delivery and
performance management to training output automatically. Training, provides learning
opportunities not only to employees, but to customer and all other stakeholders by
providing one-stop administration, automated catalogue distribution and enrollment
and collaborative sites with other strategic partners.

15. Explain the benefits of an HRIS
 Higher speed of retrieval and processing of data
 Reduction in duplication of efforts leading to reduced coasts
 Easy in classifying and reclassifying of data
 Better analysis leading to more effective decision making
 Higher accuracy of information or reports generated
 Fast response to answer queries
 Improved quality of reports
 Better work culture
 Establishing of streamlined and systematic procedures
 More transparency in the system

16. List the conditions essential for an effective HRIS
 Developing the HRIS Leadership
 Ensuring Clarity of the HRIS Goals
 Strengthening the Infrastructure and other Supporting Systems
 Sustained Enhancement of the HRIS Capabilities
 Ensuring Top-management Support
 Securing Absolute Control of the HRIS