This document discusses human resource information systems (HRIS) and HRIS software applications. It defines HRIS as computer-based applications for processing HR management data. The key functions of HRIS include maintaining employee records, ensuring legal compliance, assisting managers with relevant data, and performing tasks like recruitment, payroll, and training. Common HRIS software includes SAP, Oracle, and PeopleSoft. SAP is one of the largest HRIS modules and handles organizational functions, payroll, benefits, and other HR processes. Studying HRIS and obtaining HRIS certifications can help advance one's career in human resources management.

1. PRESENTED BY:MUHAMMAD BILAL
3016
ADNAN YOUSAF
3044
HUMAN RESOURCE
INFORMATION SYSTEM AND
SOFTWARE APPLICATION

2. Outline
 What is human resource information..?
 Concept of (HRIS)
 Functions of (HRIS)
 Scope and usage of HRIS
 Types
Operational
 Tactical
 Strategic
 Application software
Abra suite
ABC (Atlas business solution)
 Reference


3. What is HRIS..?
It define as
“computer base application for assembling and
processing data related to human resource
management functions”.

4. HRIS Concept
 Most efficient method of tracking employee details.
 To make the desired info available in the right form
to the right person.
 Provides necessary securities and confidential of
information.
 Supply the information at desirable cost

5. Functions
 Create and maintain employee record
 Ensure legal compliance
 Make plan for future HR requirements
 Reduce the manual work
 Assist manager by providing relevant data

6. scope/area of usage
 Recruitment
 Performance evaluation
 Payroll
 Training and development
 Compensation and benefits
 Personal self services

7. Cont…

9. Explanation
 Operational (HRIS)
It provide data to support routine and repetitive human decisions
 Tactical (HRIS)
Supports management decisions emphasizing allocation of
human resource
 Strategic (HRIS)
Support top level managers to set goal and directions for
organization

11. SOFTWARE USED IN HRIS
 ABRA-HR
 ABS(atlas business solution)
 ORACLE-HRMS
 SAP-HR
 PEOPLESOFT
 SPECTRUM HR

12. WHAT IS SAP?
 SAP “System Application &Products” is the world largest
inter-enterprise software company and the world fourth
largest independent software supplier.
 It creates a common centralized data base for all the
applications running in an organization.
 The application has been assembled in such a versatile
way that it handles with entire functional department
within an organization.

13. ( cont….)
 Even major companies in the current picture including
MICROSOFT and IBM are using SAP’s products to run
their own businesses.
 10 million users, 30,000 installation, 1000 partners,
21
industry solutions.
 Customers world wide, 95% of top 100 German companies
use SAP.

14. MODULES OF SAP
 Sales distribution – DS
 Product planning – PP
 Human resource – HR
 Material management – MM
 Finance and costing – FICO
 Business intelligence – BI
 Quality management – QM
 Plant management – PM
 ABAP

15. SAP-HR
 SAP-HR (human resource) is the one of the largest module
in SAP system.
 SAP-HR module is a good information system which
allows all relevant information for an employee to be
retrieved in a matter of second.

16. SAP-HR MODULES
Following sub-modules covered in SAP HR.
 Organizational





management.
Personnel
administration.
Recruitment.
Time management.
Payroll.
Benefits.
 Compensation
management.
 Training and event
management.
 Travel management.
 Environmental health
and safety.

17. FUNCTIONAL PARTS OF SAP-HR
 Managing information on department/org. units.
 Tracking of positions in various departments.
 Maintaining jobs.
 Generating graphical reports of organization structure.
 Reporting relationship “who reports to whom”.
 Vacancy related reports.
 Gross payroll accounting with automatic wage
calculation.

18. (cont…..)
 Automatic special payments computation.
 Data exchange with banks, social insurance agencies etc.
 Compensation and benefits.
 Attendance and absence.
 Graphical attendance and absence overview.
 Leave overview/leave reporting.
 work schedule.
 Planning data.

19. CAREER WITH SAP-HR
 SAP-HR is the idea of movement from technical side of HR to
functional. With SAP career paths are more secure. The functional
aspects of SAP-HR secures growth in your career.
 HR is very sensitive part in the organization. HUMAN RESOURCE
from a crucial part of every enterprise, SAP-HR empowers
formation and setting of the right processes across the organization.
 SAP-HR believe time management is an important area to be focus
because it is an area that is used pretty heavily.

20. How to become a global SAP-HR professional
 You need a good knowledge of SAP-HR module, that can be
achieved by SAP-HR comprehensive training program on
SAP-HR, specially designed for global corporate industries.
 Understand SAP-HR best practices where you can learn both
hands on SAP-HR transactions and real life HR business
process.
 Get master understanding of SAP-HR scenarios.
 Requires proper SAP-HR certification.

21. Reference
•Wikipedia Page
•Available at: http://en.wikipedia.org/wiki/HRIS
•Available at: http://www.amzi.com//
•A modern Approach by Stuart Rassell, Peter Norvig
•Available at: http://www.pcai.com/web/
•VisiRule Web Demos (A simple example):
http://www.lpa.co.uk/vrs_dem.htm

22. THANKS TO
ALL OF YOU