An HRIS is a software system that allows companies to electronically manage important human resource activities like recruitment, payroll, training, and performance reviews. It collects employee and job data and uses it to support HR planning and decision making. An HRIS helps standardize HR processes, increase efficiency, improve reporting and analysis of HR metrics, and reduce costs. It gives companies a centralized way to store, access, and analyze important employee information.

2. HRIS
• A method by which an organization collects,
analyses & reports the information about people
and job.

3. HRIS
• An HRIS, which is also known as a human resource
information system or human resource management system
(HRMS), is basically an intersection of human resources and
information technology through HR software. This allows HR
activities and processes to occur electronically.
• To put it another way, an HRIS may be viewed as a way,
through software, for businesses big and small to take care of
a number of activities, including those related to human
resources, accounting, management, and payroll. A HRIS
allows a company to plan its HR costs more effectively, as well
as to manage them and control them without needing to
allocate too many resources toward them.

4. OBJECTIVE OF HRIS
• To offer an adequate , comprehensive and ongoing
information system about people and jobs.
• To supply up to date information at a reasonable cost.
• To offer data security and personal privacy . Data security is a
technical problem that can be dealt with in several ways ,
including passwords and elaborate codes. In the information
age , personal privacy is both an ethical and moral issue .

5. USES/APPLICATION OF HRIS
• Personnel Administration:
• It encompasses personal information of an employee. These may
include name, address, date of birth, marital status, and the date of
joining the organization. It also contains the name and address of
next kin of the employee concern. These information describe the
employee.
• Salary Administration:
• One of the functions of HRIS is to provide a report containing
information like present salary, benefits, last pay increase and
proposed increase in future.
• Leave/Absence Increase:
• HRIS is also used to control leave/absence of employees. This is
done by maintaining a leave history of each employee. Every
employee can be issued an identity card writing every employee’s
token number coded on it. Employee’s entry and exit from the
organization should be recorded on the identity card. This reduces
chances for malpractice or oversight in calculating wages for each
employee.

6. • Skill Inventory:
• Recording employee skills and monitoring a skill data base is yet
another use of the HRIS. Such a skill record helps identify employees
with the necessary skill for certain positions or jobs in an
organization.
• Medical History:
• The HRIS is also used to maintain occupational health data required
for industrial safety purposes, accident monitoring, and so on.
• Performance Appraisal:
• In order to form a comprehensive overview about an employee,
HRIS maintains performance appraisal data such as the due date of
the appraisal, potential for promotion, scores of each performance
criteria and alike. The textual information can be combined with the
factual data obtained from the HRIS and the combination of
information can be used for imparting training and affecting
employee mobility in the form of transfer and promotion.

7. • Manpower Planning:
• HRIS is used for manpower planning also. It keeps information of
organizational requirements in terms of positions. HRIS connects
employees to the required positions in the organization. It is also
used to identify vacancies and establish employees thereon. HRIS
can also help identify a logical progression path and the steps to be
taken for employee progress/ advancement.
• Recruitment:
• Recruitment forms the most essential function of HRM. HRIS helps
in the recruitment process in a big way by recording the details of
activities involved in employee recruitment. These may include cost
and method of recruitment and time taken to fill the positions level
wise, for example.
• Career Planning:
• By providing necessary information such as which employees have
been earmarked for which positions, HRIS facilitates positional
advancement of employees. In other words, HRIS helps in planning
for succession.

8. FUNCTIONS OF HRIS
• Recruitment information.
• Personal administration information.
• Manpower planning information.
• Training information.
• Health information.
• Appraisal information.
• Payroll information.
• Personnel research information.

9. FUNCTIONS OF HRIS
• Recruitment information. it includes advertisement module , applicants profile ,
appointment and placement data .
• Personal administration information. It consists of personnel needs of an
employee concerning leaves , transfer , promotion, increment etc.
• Manpower planning information. It offers data that could help human resource
mobilization , career planning , succession planning and inputs for skill
development .
• Training information. It provides information for designing course material ,
arranging need based training and appraising the training program etc.
• Health information. It consists of data relating to health , safety and welfare of
employees.
• Appraisal information. It consists of performance appraisal information that
serves as basis for promotion , career and succession planning.
• Payroll information. It provides data regarding wages , salaries, incentives ,
allowances , fringe benefits , deductions for provident funds (PFs).
• Personnel research information. It is a bank of historic and current data about
employees attitude , turnover , absenteeism which may be used for different
types of analysis .

10. BENEFITS OF HRIS
•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
procedures
•More transparency in the system