HRM303-6p.ppt

1. Human Resource Information
Systems: A Definition
• HRIS -- Systematic procedure for
collecting, storing, maintaining,
retrieving & validating date needed by
the organization about its human
resources.

2. HRIS Components
• Data collection:
– Payroll & benefits
– Performance appraisal
– Training & development
– Recruitment & selection
– Employment & job data
• Report generation

3. Acquiring & Implementing
HRIS
Needs Analysis
Design & Development
Implementation &
Maintenance

4. Needs Analysis
• Determine departmental needs for
data
• Determining needs for reports
• Analyze short and long term needs
• Determine system specifications
• Vendors bid or packages are
considered
• Make decision on system

5. Design and Develop
• Decide on project plan and user
groups
• Purchase system
• Modify and customize
• Develop procedures and guidelines
• Test system and user acceptance
• Convert data
• Train systems staff

6. Implement & Maintain
• Train HR users
• Make system available to HR
• Develop user documentation
• Conduct field analysis
• Test system and user acceptance
• Maintain & enhance
• Evaluate & modify

7. Using HRIS in HRM
• Strategic HRM
• Job analysis
• EEO reports
• Recruitment &
selection
• HR
development
• Performance
appraisal
• Compensation&
benefits
• Health & safety
• Labor relations
• The future

8. Ethical & Evaluation Issues
• Ethical issues
– Disclosure
– Privacy
• Evaluation issues
– Efficiency
– Equity

9. Backwards & Forwards
• Summing up. We review the components
of HRIS and its uses in HRM from strategic
HRM to reporting EEO data, linking
compensation and performance appraisal
and a look at expert systems. Finally,
ethical considerations were considered.
• Looking ahead: Next time we take up the
issue of job analysis, the foundation for
much of the work in human resource
management.