This document provides an overview of human resource information systems (HRIS). It begins with defining HR and information systems. It then discusses the concept and need for HRIS, including how it merges HR processes with information technology. The document outlines the functions an HRIS can track and its various applications and utilities, such as personnel administration, salary administration, and performance appraisal. It also discusses HRIS implementation approaches, benefits, limitations, and includes a case study of an HRIS implementation at SunGard.

1. Human Resource
Information System (HRIS)
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2. Agenda
 Introducing HR & IS
 Concept of HRIS
 Need of HRIS
 Case Study of Visited Company
 Utility and Applications
 Implementation of HRIS
 Benefits
 Limitations
 Conclusion
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3. HRM – An Introduction
 Human Resources is an organizational function
that deals with issues such as recruitment and
selection, training, appraisal, compensation and
performance management of the employee.
 Human beings are also considered to be
resources because it is the ability of humans that
helps to change the gifts of nature into valuable
resources. While taking into account human
beings as resources, the following things have to
be kept in mind:
 The size of the population
 The quality
 "The people that staff and operate an
organization"; as contrasted with the financial and
material resources of an organization.
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4. HRM – AST&D View
EmployeeEmployee
assistanceassistance
Compensation/Compensation/
BenefitsBenefits
PersonnelPersonnel
Research &Research &
ISIS
SelectionSelection
And staffingAnd staffing
HRPHRP
Organization/Organization/
Job designJob design
ODOD
T & DT & D
EmployeeEmployee
assistanceassistance
HR areas output:
Quality of work life
Productivity readiness
for change
HR areas output:
Quality of work life
Productivity readiness
for change
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5. Information System
 A system, whether automated or
manual, that comprises people,
machines, and/or methods organized
to collect, process, transmit, and
disseminate data that represent user
information.
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6. HRIS - Introduction
 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.
 It merges HRM as a discipline and in
particular its basic HR activities and
processes with the information technology
field.
 It can be used to maintain details such as
employee profiles, absence reports, salary
admin. and various kinds of reports. 6

7. HRIS – Why it is needed?
 Storing information and data for each
individual employee.
 Providing a basis for planning, decision
making, controlling and other human
resource functions.
 Meeting daily transactional requirement
such as marking absent and present and
granting leave.
 Supplying data and submitting returns to
government and other statutory agencies.
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8. HRIS – Why it is needed?
 Building organizational capabilities
 Job design and organizational
structure
 Increasing size of workforce
 Technological advances
 Computerized information system
 Changes in legal environment
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9. HRIS Track
Personal
Records
Recruitment
& Selection
Employment
Equity
Salary
Administration
Trng. & Dev. Compensation
Employee
Relations
BenefitsHR Planning
Pension
Administration
Medical
Records
Health &
Safety
Job
People
Positions
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10. HRIS – Appl. & Utilities
 Personnel administration - It will encompass
information about each employee, such as name
address, personal details etc.
 Salary administration - Salary review procedure
are important function of HRM, a good HRIS
system must be able to perform what if analysis
and present the reports Of changes.
 Leave and absence recording — Essentially be
able to provide comprehensive method of
controlling leave/absences.
 Skill inventory - It is also used to store record of
acquired skills and monitor the skill database both
employee and organisational level.
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11. HRIS – Appl. & Utilities
 Performance appraisal — The system should record
individual employee performance, appraisal data, such as
due date of appraisal, scores etc.
 Human resource planning — HRIS should record details of
the organisational requirements in terms of positions
 Recruitment — Record details of recruitment activities such
as cost and method of recruitment and time to fill the position
etc.
 Career planning - System must be able to provide with
succession plans reports to identify which employee have
been earmarked for which position.
 Collective bargaining — A computer terminal can be
positioned in the conference room linked to database. This
will expedite negotiations by readily providing up to date data
based on facts and figures and not feelings and fictions.
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12. Company Report: SunGard
 SunGard is a global leader in -
 Software and processing solutions for financial services
 Higher education and the public sector.
 Business continuity services.
 Established 1978.
 Annual revenue exceeding $4 billion (2006-07).
 More than 25,000 customers in more than 50 countries,
including the world's 50 largest financial services companies.
 Employs strength 16,000 in more than 400 offices in 30
countries.
 Headquarter - Wayne, Pennsylvania.
 India offices – Bangalore, Pune.
 Pune Office – Meridian Plaza, Senapati Bapat Road.
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13. HRIS Q&A with SunGard
 Which system do you use in your
organisation for HRM?
 Oracle/PeopleSoft Employee Suit HRMS
Package.
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14. HRIS Q&A with SunGard
 What benefits do you get from the
information system?
 HRIS system is able to provide us various
benefits like speedy retrieval and processing of
data, its easy classification.
 It helps in better analysis and more effective
decisions making .
 Provides us with accurate information, quality
reports and overall better work culture.
 Eliminates personal biasness, brings
transparency.
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15. HRIS Q&A with SunGard
 What are the problems faced by HR
people while using the system?
 Although the system is efficient, but sometimes
we face the problems like system slowdown or
higher downtimes and if there is some
particular limitation in module than work suffers,
some HR people are not comfortable in using
system efficiently so time is to be given in
training for the system.
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16. HRIS Q&A with SunGard
 How does implementation of such
system in organization, affect its
culture and employees?
 With the introduction of HRIS system the work
culture in the organization gets changed and we
as HR managers are able to serve to other
employees in efficient manner which is again
raising the satisfaction level among ourselves.
But some time some senior employees are
resistant to the change also.
 The transfer and application system seem to
have provided the management with an excuse
for leaving difficult problems to their successor.16

17. HRIS Q&A with SunGard
 What are the uses of HRIS in
different functions of HR?
 HRIS system is helping out in all the
functions and activities related to HR like
payroll processing, training and
development , job evaluation process
and appraisals, recruitments etc. by
providing accurate and timely
information and helping in better
analysis of information.
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18. HRIS Q&A with SunGard
 What are the limitation in the existing
HRIS in your organisation?
 Although the system is highly supportive, but
there is also a requirement of Query Based
Ticketing System (QBTS) with SLA.
 On query resolution queries raised on window
will go to the concerned HR officer, at the same
the HR officer will get a work list pertaining to
the query, raised by an employee in his
department.
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19. HRIS Q&A with SunGard
 How much secure is the system
actually from HR point of view?
 System is absolutely secure. We have
three level security system in our
application. Authorization, Authentication
and Auditing.
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20. HRIS - Vendors
 More than 25, world-wide.
 Automatic Data Processing Inc.
 SAP AG
 Restrac Web Hire
 Oracle/PeopleSoft
 Human Resource Microsystems
 Business Computer Systems
 Lawson Software
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21. HRIS - Development
CONCIEVE & PLAN
ANALYSE
DESIGN
TEST
IMPLIMENT
MAINTAIN
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22. HRIS - Implementation
 Complete Business Solutions (CBS)
 Build Your Own Integrated System
Approach (BYOSIS)
 Multiple Systems and Data Hub
Approach (MS&DH)
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23. HRIS – Example
 Oracle/PeopleSoft HRMS (ver. 12)
 Automates the entire recruit-to-retire
process.
 A single integrated application includes
the following HR activities:
 Recruitment
 Performance management
 Learning
 Compensation and benefits
 Payroll
 Workforce scheduling
 Time management and real time analytics.
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24. Oracle/PeopleSoft HRMS
 Example: Payroll System
 Based on a global HRMS engine with
country-specific localization extensions
 Integrated with Human Resources
(core), Advanced Benefits, Self-Service
HR, Incentive Compensation, and
Oracle Financials.
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25. Oracle Payroll: Scope & Utilities
 Defines comprehensive eligibility rules that link user-defined
criteria.
 Defines standard rules for automatically assigning and
changing employee compensation and benefits.
 Minimizes workforce inquiries by providing near real time
remuneration data and history.
 Utilizes simple, configurable formulae.
 Controls each employee’s unique processing rules and
calculations using FastFormula.
 Uses conditional logic for more complex cases.
 Streamlines administrative processes.
 Reduces set-up costs and processing time & errors.
 Manages global compensation with one application.
 Organization-wide control of workforce payroll and
compensation data. 25

26. Oracle Payroll: Scope & Utilities
 Implements Oracle Payroll's core payroll engine, by adding
local extensions to attain the legislative functionality and
country reporting requirements.
 Configures and manages personalized compensation
policies and programs with one global payroll engine.
 Monitors payroll processes end-to-end.
 Reconciles errors while maintaining current calculations.
 Simultaneous processing of multiple groups of employees.
 Reduces administrative costs with online paperless pay-
slips.
 Standard and personalized reports are utilized to view and
analyze your payroll data.
 Configurable security for unique access.
 Maintains audit logs of changes.
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27. HRIS - Benefits
 Employee Satisfaction Up to 50%
 Worker Productivity 40-60%
 Learning Effectiveness Up to 40%
 Service Levels 20-30%
 Employee Turnover 20-70%
 Time to Ramp New Hires 50%
Sources: Giga 2003, Cedar 2002
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28. HRIS - Benefits
 Higher Speed of retrieval and processing of data.
 Reduction in duplication of efforts leading to reduced
cost.
 Ease in classifying and reclassifying data.
 Better analysis leading to more effective decision
making.
 Higher accuracy of information/report generated.
 Fast response to answer queries.
 Improved quality of reports.
 Better work culture.
 Establishing of streamlined and systematic procedure.
 More transparency in the system.
 Employee – Self Management.
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29. HRIS - Disadvantages
 It can be expensive in terms of finance and
manpower.
 It can be threatening and inconvenient.
 Thorough understanding of what
constitutes quality information for the user.
 Computer cannot substitute human beings.
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30. Conclusion
We are becoming the servants
in thought, as in action, of the
machines. Evidently, we
actually have created them to
serve us.
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