HRIS is a systematic way to store employee data and information to aid in planning, decision making, and reporting. It provides a basis for human resource functions like personnel administration, salary administration, and performance appraisal. HRIS allows for higher speed and accuracy of data retrieval and processing, better analysis and more effective decision making. However, it also has drawbacks like high costs and potential threats to employees. Proper needs analysis and communication are important for successful implementation.

2. 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.

3.  Storing information and data for each individual
employee.
 Providing a basis for planning , decision making ,
controlling and other human resource functions
 Building Organizational Capabilities
 Job Design and Organizational Structure
 Increasing size of workers
 Technological Advances
 Computerized information

5. Design
Analysis
Implementation
Maintenance
Planning

6.  Personnel administration
 Salary administration
 Performance appraisal
 Human resource planning
 Career planning
 Collective bargaining

7.  Higher speed of retrieval and processing of data .
 Ease in classifying and reclassifying data .
 Higher accuracy of information .
 Better work culture.
 More transparency in system.
 Employee-self management.
 Better analysis leading to more effective decision
making.

8.  It can be expensive in terms of finance and manpower.
 It can be threatening and inconvenient.
 Through understanding of what constitutes quality
information for the user.
 Computer cannot substitute human beings.

9.  Lack of management commitment
 Satisfaction with the status quo
 No or poorly done needs analysis
 Failure to include key people
 Failure to keep project team intact
 Politics / hidden agendas
 Failure to involve / consult significant groups
 Lack of communication
 Bad timing (time of year and duration

11.  History of Outsourcing: Barter system(first instance of
outsourcing)
 Idea was rooted in 1776 in ‘competitive advantage
theory’ propagated by Adam Smith.
 Recent examples –
 -Eastman Kodak
 -Nike

12. Defined as:
 Delegation of task to an outside entity
 Functions outsourced to a third party under contract.
 Buying goods or services instead of producing them in
house.

13. Human Resource Outsourcing occurs when a business
instructs an external supplier to take responsibility for
HR functions and perform these tasks for the business.
Some businesses will outsource their entire HR
department while others will just outsource time-
consuming administrative tasks , which allow their
internal resource to focus on the strategic level.

14.  Recruitment activities
 Managing employee benefits
 Training

15.  Stage of evolution of the HR function
 Need for expertise
 Time pressure
 Cost reduction

16.  Ability to focus on running the business.
 Legal protection
 Employees in multiple states
 Everything’s online
 Expand and improve services
 Increases flexibility
 Other benefits

17.  Giving up control
 Health care changes
 Employee leasing risk
 Impersonal
 Non Disclosure
 Poor performance
 Distance
 Recruitment problems

18.  Training ,payroll , recruitment, taxation, and legal
compliance can be outsourced.
 employee relations, HR planning, career
management, and performance appraisal should
remain in house.
 Thus HR outsourcing should be carried out in a
controlled way.