An HRIS is a system used to collect, store, and analyze an organization's human resources data. It consolidates employee information across departments into a single system to support HR decision making. Key functions of an HRIS include record keeping of employee data, payroll processing, benefits administration, and reporting. When implemented effectively, an HRIS can streamline workflows, increase efficiency, reduce costs, and provide strategic value by better managing an organization's most important asset - its people. However, HRIS initiatives can fail if goals are unclear, the wrong system is selected, or there is lack of buy-in or compatibility with other systems.

1. HRIS-Human Resource Information
System
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2. Data vs Information
 Data - “Just the facts” >>raw facts
 Information - data that has been transformed into a more
useful or meaningful form
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3. How does data become information?
Data Transformation Information
Process

4. What is an Information System?
Input
Processing Output
Feedback Loop

5. What is a “Human Resource
Information System”
 The application of computers to employee-related record keeping
and reporting, and management decision making
 any organized approach for obtaining relevant and timely
information as a base for human resource decisions
 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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6. History of HRIS
 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
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7. Typical HRIS Record Keeping
Requirements
 Employee information
 Wage and salary data
 Review dates
 Benefits
 Education and training
 Attendance
 Performance data/appraisal results
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8. Typical HRIS Reporting Reqs.
 Employee profiles/lists
 Summary reports on employee groups
 Historical trends in work-related info
 Person-position comparisons
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9. HRIS Tracks...
Medical Recruit/
Records Employ
EEO/AAP
Workers
Comp
Payroll
Health & People
Safety
Jobs Positions Benefits
HR
Planning
Emp.
T&D Relations
Comp. Pension
Admin
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10. Why are Carefully Developed Info
Systems Important to HR?
 Better safety  Increased Productivity
 Better service  More efficient
 Competitive Advantage administration
 Fewer Errors  More opportunities
 Greater Accuracy  Reduced labor
requirements
 Higher Quality Products
 Reduced costs
 Improved Health Care
 Superior managerial
 Improved Communication
decision making
 Increased Efficiency
 Superior control
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11. Developing an HRIS: System
Development Life Cycle (SDLC)
Planning
Analysis
Design
Implementation
Maintenance
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12. How HRIS helps HR????
 HRIS can assist human resources in
numerous ways, but particularly in their day-
to-day duties by streamlining workflow
processes through control processes, system
interfaces and database validation.
 HRIS has can help a company primarily
through the organisation of its people data,
with far more accurate demographics around
the business and cost allocations or cost
centres.
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13.  HRIS will add value is by pushing the management of
employees back onto managers within the business
and away from HR thus allowing people to self
manage more importantly.
 Two other areas HRIS can assist HR in include
gaining greater control of payroll processing at a
fraction of the cost of outsourcing, and ensuring
government and payroll tax compliance with
automatic updates that keep you up-to-date on the
latest regulations.
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14. HRIS: The Strategic value
 Efficiency – cost & time
 Effectiveness – orientation on the most valuable
asset of the organization – PEOPLE
=> Adding the strategic value to the
organization
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15. HRIS: the way to gain
competitive advantage
 PEOPLE, most valuable asset – competitive
advantage
 • HRIS – manages PEOPLE efficiently and
effectively
HRIS – gaining competitive advantage
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16. Why HRIS sometimes fail?????
 Unclear goals/objectives  Management- unrealistic
 System solves the wrong expectations
problem  Lack of overall plan for
 Improper vendor/product record mgt.
selection  Lack of flexibility and
 Low user involvement adaptability
 Planning overlooks impact on  Misinterpret HR
clerical procedures specifications
 Lack of HR/functional expertise  Poor communication
in designing between HR/IS
 Underestimate conversion effort  Inadequate testing
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17. BENEFITS
• Saving time
• Saving costs
• Work re-allocation
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18. Saving time [efficiency]
 Easy data maintenance
 Administrative processes automated
 Employee „self-service‟
 Adequate information base that leads to timely and just
decision making
 Responding faster to employee inquiries to enhance
efficiency and productivity
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19. Saving costs
 Less time spent on tasks = less money
 Minimum paperwork
 Timely and accurate decision making includes
less cost
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20. Work re-allocation
 Helping the employees perform better through effective
career planning and performance management
 Integrating the human resource function with other business
functions in the enterprise, to serve personnel better
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21. HRIS – the latest and greatest
 core HRIS functions is intranet HR self-service
 online appraisals, career management, training
registrations and publishing people related company
information.
 HRIS can also integrate with desktop applications
including e-mail, word document merges and
schedules via triggered actions within the HRIS
 latest and greatest HRIS include time-clock systems,
OLAP(online analytical processing databases), real
time systems, web GUI’s and scanned data.
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22. HRIS pitfalls
 HRIS is lack of buy-in from important parties
 Another common issue is that HR and payroll
go forward and purchase software that’s not
compatible with the mainstream organisation
or is not compatible with a broader IT strategy
 Reduction in HR’s involvement in the
everyday processing of paper flow.
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23. HRIS: Key message
 “By automating Human Resource practices,HRIS
saves time and money, effectively reallocates
work processes and thus provides competitive
advantage and adds strategic value to the
organization.”
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