HRIS is a systematic way to store employee data to aid in planning, decision making, and reporting. It offers comprehensive and ongoing information about employees and jobs at a reasonable cost while maintaining data security and privacy. There are different types of HRIS systems like operational, tactical, and strategic systems. HRIS functions by collecting data, managing it through storage and retrieval, and disseminating it. It has six steps and is used by various levels of employees and executives. HRIS applications include job descriptions, HR planning, staffing, succession planning, training, performance management, job evaluation, and compensation. Benefits are keeping information organized, reduced costs, faster data processing, accurate data, and freeing up HR time.

2. What is HRIS
• It is a systematic way of storing data information for each individual
employee to aid planning, decision making & submitting of returns
and reports to the top management.
• A method by which an organization collects, analyses & reports the
information about people and job.

3. Objectives of HRIS
• To offer sufficient, comprehensive & ongoing information about
people & jobs.
• To supply up to date informational at a reasonable cost.
• To offer data security & personal privacy.

4. • Operational HIS. Operational HIS systems collect and report human
resource data such as employee records, position details, and performance
appraisal information.
• Tactical HRIS.
• Strategic HRIS.
• Comprehensive HRIS.
• Limited-Function HRIS.
The 5 different types of HIS systems

5. FUNCTIONING OF HRIS
• 1. Data Collection

6. 2. Data Management
• Processing Operations
• Storage of Data
• Retrieval of Data
• Evaluation
• Dissemination

7. Six steps of HRIS
Step 1 : Search
Step 2 : Plan and align
Step 3 : Define and design
Step 4 : Configure and test
Step 5 : Train and communicate
Step 6 : Deploy and sustain

8. HRIS: USERS
• HR Professionals (such as HR rep, HR Manager, etc.)
• Support staff
• Lower Level Employees
• Middle Level Employees
• Upper Level Employees
• Executives & Directors

9. Applications of Computerised HRIS
 1. Job Descriptions : To produce printouts that describe the jobs according to the
user specifications and information's input to the system, as min job description
include the job titles purpose duties and responsibilities.
 2. HR Planning : forecast the demand for the key jobs as well as employees
turnover and patterns of inter organizational mobilities.
 3. Staffing : Address recruitment selection and placement functions can be include
further things – Application Tracking, Job Posting, Job requirement analysis, Job
person Matchings.
 4. Succession Planning : domain wise availability of candidates for specified
positions, it helps to identify the persons for key positions.

10.  5. Training & Development : It Includes the following – Career Planning,
Development needs analysis, Development Advisor.
 6. Performance Appraisal : Helps the manager to direct employee to achieve
the organizational goals and includes – Performance Assessment, Goals
Accomplishment, Rewards managements.
 7. Job Evaluations : Computer assisted job evaluations methods helps to Job
Evaluation Points, Classification levels & Job Hierarchies.
 8. Compensation : Track analyse and report compensation information on pay
grade structure, merit, guidelines support, salary budgeting etc.

11. Benefits of HRIS
• It keeps everything organized.
• Reduce the cost of data stored in the HR department.
• reduce duplication of effort, resulting in reduced costs
• faster data extraction and processing
• the availability of accurate and up-to-date human resources data
• It frees up HR professionals to handle more important tasks.
• It makes the company look good to employees.

12. Competitive Challenges and Human Resources
Management
CHALLENGE 1:Going Global
• Globalization.
• Impact on HRM.
• Impact of globalization issues
CHALLENGE 2:
Embracing New Technology
•Knowledge Workers
•The Spread of E-commerce
•The Rise of Virtual Workers

13. CHALLENGE 3:
Managing ChangeTechnology and globalization are only two of the forces
driving change inorganizations and HRM.
Types of Change
•Reactive change •Proactive change
CHALLENGE 4:
• Developing Human Capital
• Human Capital . Valuable because capital
CHALLENGE 5:
• Responding to the Market
• Total Quality Management (TQM)
• Six Sigma

14. CHALLENGE 6:
• Containing Costs
• Downsizing
• Outsourcing
• Employee LeasingSocial Issues and HRM
• Changing Demographics