A human resource information system (HRIS) is a systematic procedure for collecting, storing, maintaining, and validating data about an organization's human resources. It supports strategic, tactical, and operational human resource functions like recruitment, training, compensation and benefits administration. Some key uses of HRIS include workforce planning and analysis, equal employment tracking, staffing and recruitment, employee development, and compensation and benefits management. HRIS helps organizations manage their human resources more efficiently and make data-driven decisions.

1. A Human resource information system is also called
Personnel Information system, and is concerned
with activities related to previous, current and
potential employees of the organization.

2. HRIS-Contd..
 A human resource information system is a systematic
procedure for collecting, storing, maintaining, receiving,
and validating data needed by an organization about its
human resources. The HRIS is usually a part of the
organization’s larger management information system. The
HRIS needed not be complex or even computerized. But
computerization has its own advantage of providing more
accurate and timely data for decision making.

3. HRIS-Contd..
 The areas of application of HRIS are many. Some of them
include training management, risk management turnover
analysis, succession planning, flexible-benefits
administration, compliance with government and legal
requirements, attendance reporting and analysis, HRP,
Accident reporting and prevention, strategy planning, and
other related areas

4. HRIS-Support
 HRIS supports the strategic, tactical and operational
use of the human resource of an organization.
 It supports areas such as:
 Recruitment, selection and hiring
 job placement
 Performance appraisal
 Employee benefit analysis
 Training and development
 Health, safety and security.

5. HRIS-Contd..
 HRIS are also designed to support:
 Planning to meet the personnel needs of the business.
 Development of employees to their full potential
 Control of all personnel, policies and programs.

6. CBIS-Support
 Originally Computer based information systems supports:
 To produce paychecks and payroll reports
 Maintain personnel records.
 Analyze the use of personnel in business operations.

7. HRIS-Contd..
 HRIS Supports the function of staffing at the three levels:
 Strategic systems: HRP, Labor force tracking
 Tactical systems: labor cost analysis and budgeting, turnover
analysis.
 Operational systems: Recruiting, workforce
planning/scheduling

8. HRIS-Contd..
HRIS Supports the area of training and development at all three
levels:
 Strategic Systems: Succession planning, P.A planning.
 Tactical Systems: Training Effectiveness, Career Matching.
 Operational Systems: Skill Assessment, performance
evaluations.

9. HRIS Contd..
 HRIS Supports the area of compensation
administration at all three levels:
 Strategic systems: contract costing, salary forecasting
 Tactical systems: Compensation effectiveness and
equity analysis, benefit preference analysis.
 Operational systems: payroll control, benefits
administration.

10. List of HRIS
List of Best HRIS Systems
All of these HRIS Systems have different quote-based plans. Pricing
will depend on the size of your company and the requirements that
you discuss with the vendor.
•Ceridian DayForce: A flagship single cloud HCM platform ideal
businesses. It combines human resources, payroll and benefits,
workforce management, and talent management capabilities. It’s a
one database solution so there’s no need to migrate data from one
system to another. One of its key features is the continuous
calculation throughout the pay period giving HR enough time to
adjust calculations before each pay.
•APS Payroll and HR: A cloud-based workforce management
provides payroll and human resources services for business
solutions and is ideal for small and medium-sized companies. It
includes benefits administration, Affordable Care Act Tracking, as
well as Time and Attendance Tracking.
•Namely: One of the simplest HR solutions with a user-friendly
offers time tracking features, reporting, as well as a mobile app. It
is best for small to medium-sized companies and will require a bit

11. HRM and HRIS
 HRM is considered as a total system that interacts with other
major systems in the organization such as marketing, finance,
manufacturing and the external environment . Forecasting and
planning the personnel needs of an organization, maintaining
an adequate and satisfactory work force, controlling the
personnel policies and programs of the company are major
responsibilities of HRM.
 HRIS are the IS, that supports human resource activities such
as recruitment, selection, hiring, job placement, P.A, T&D.

12. Steps in implementing HRIS
 Inception of idea
 Feasibility study
 Selecting a project team.
 Defining the requirements.
 Vendor analysis
 Package contract negotiation.
 Training
 Tailoring the system.
 Collecting the data.

13. Steps in implementing HRIS-Contd..
 Testing the system
 Start up
 Running in parallel
 Maintenance
 Evaluation

14. HRIS-Contd..
 A properly designed and updated skills inventory system
permits management to readily identify employees with a
particular skills in order to satisfy the changing needs of
the company.
 The popularity of skills inventories has increased with the
proliferation of computers.
 Although traditionally most of the desired information
was available from individual personnel files

15. HRIS-Contd..
 Use of computers for collecting, storing, maintaining, retrieving and
validating HR data was popularly known as HRIS.
 It is used for HR Forecasting/Demand Forecasting.
 Here the forecasting used can be such as:
 Managerial judgment
 Ratio-trend analysis
 Regression analysis
 Work study techniques
 Delphi technique
 Flow models

16. HRIS-skill Inventories
 Skill inventories consolidate information about non-
managers in the organization. Because the
information from the skill inventories is used as input
for transfer and promotion decisions, they should
contain information about each employees current
job.

17. HRIS-skill Inventories- Contd..
 Seven broad categories of information are included in each skill
inventory. They are:
 Personal Data: age, sex, marital status
 Skills- education, job experience, training
 Special qualifications-membership in professional bodies, special
achievements.
 Salary and job history: present, past salary, dates of pay rises,
various job held.
 Company data: benefit plan data, retirement information, seniority.
 Capacity of individual- scores on psychological and other tests,
health information.
 Special preference of individual- geographic location, type of job.

18. HRIS-skill Inventories-Contd..
 Management Inventories: these include data such as:
 Work history
 Strengths
 Weaknesses- identification of specific training
programmes needed to remove the weaknesses.
 Career goals
 personal data
 Number and types of employees supervised.
 Total budget managed

19. HRIS-skill Inventories-Contd..
 Previous management duties.
 Educational background
 Current job performance
 Field of specialization
 Job preferences
 Geographic preferences
 Anticipated retirement date
 Personal history including psychological assessments.

20. HRIS- Payroll Data
 The payroll is one of the important ingredient of the
HRM. It is very essential sub-function of HR, irrespective
of the size of the organization.
 The payroll data includes details such:
 Employee Number
 Employee Name
 Designation
 Pay details
 Deductions and other details

21. E.g. of Pay slip of an employee
ABC Company India Ltd
N0 15, 30th Cross, Banashankari-Bangalore-30
Pay Slip for the Month of March 2012
Name: Sri.Mohan
Designation: Senior Manager
Basic Pay: 12,000 Gross Salary: 34400
DA: 19000 Deductions
HRA: 3000 PT: 200
CA: 400 PF: 780
Personal Pay: 0 IT: 500
Special Allowance: 0 loans: 0
Total Deductions: 1480
Net Salary: 32920
Signature

22. Uses of HRIS
 The uses of HRIS are in the following HR Sub-functions:
 HR Planning and Analysis: Consisting of aspects Such as:
 Organisation chart
 Staffing projections
 Skills inventories
 Turnover analysis
 Absenteeism analysis
 Restructuring costing
 Internal job matching
 Job Description Tracking: to check employee performing
according o JD

23. Uses of HRIS-Contd..
 Equal employment: Consisting of aspects such as:
 Alternative action plan: hire/outsource if someone is not
performing well.
 Applicant tracking: track resume/application after posting
job to check how much they r famous
 Workforce utilization: to check employee capability acc to
competency model
 Availability analysis: to check when employee can join
after posting job

24. Uses of HRIS-Contd..
Staffing: Consisting of aspects such as:
 Recruiting
 Applicant tracking
 Selection
 Job offer
 Refusal Analysis

25. Uses of HRIS
HR Development: Consisting of aspects such as:
 Employee training profiles.
 Training need assessment
 Succession planning
 Career interest and experience

26. Uses of HRIS-Contd..
Compensation and Benefits: Consisting of aspects such as:
 Pay structures
 Wage salary costing
 Flexible benefit administration
 Vacation usage
 Benefit usage analysis

27. Uses of HRIS-Contd..
Health safety and security: Consisting of aspects such as:
 Safety training
 Accident records
 Material data record

28. Uses of HRIS-Contd..
Employee and labor relations: Consisting of aspects such as:
 Union negotiation costing
 Auditing records
 Attitude survey results
 Exit interview analysis
 Employee work history

29. Uses of HRIS-Contd..
 Strategic HR Initiatives: Strategies for managing shortages:
 Recruit new permanent employees
 Offer incentives to postpone retirement
 Rehire retirees part time
 Attempt to reduce turnover
 Work current staff turnover
 Subcontract work to another company.
 Hire temporary employees
 Redesign job processes so that fewer employees are needed.

30. Uses of HRIS-Contd..
Strategic HR Initiative: Strategies for Managing Surpluses:
 Hiring freezing
 Do not replace those who leave
 Offer VR Schemes
 Reduce work hours
 Leave of absence
 Across the board pay cuts
 Layoffs
 Reduced outsourced work
 Employee training
 Switch to variable pay plan.
 Expand operations.

31. Other Uses of HRIS
 E-Recruitments
 E-selection
 E-performance management
 E-learning
 E-compensation
 In all these above cases, certain types of HRIS Systems,
for instance can be programmed to administer and/or
score recruitments, selection assessment, training etc.