The document discusses human resource information systems (HRIS) and their importance for modern organizations. It defines HRIS as technology-based systems that acquire, store, manipulate, analyze, retrieve, and distribute pertinent human resources information. HRIS are needed due to increasing organizational size, advances in technology, and changing legal environments. They provide benefits like saving time and costs through automating administrative processes, enabling employee self-service, and facilitating timely decision making. Common HRIS functions include performance evaluation, recruitment, payroll, and training and development. The document also outlines the steps to implement an HRIS and lists some popular HRIS products.

1. Human Resource
Information System
Submitted To
Dr. S.P. Tripathi Sir
Submitted By
Jai Kumar Pandit
MBA 2nd Sem
Institute of Business Management and Research, IPS Academy,
Indore

2. Introduction
 The Human Resource (HR) function of organizations is changing rapidly,
reacting to a changing social and organizational environment and rapidly
evolving information technologies. Social and organizational changes
exert pressure on HR professionals to provide expanded services, of a
higher quality, faster, and seamlessly linked with other corporate
functions. Information technologies (IT), which provide enabling
technologies to assist HR professionals in the delivery of services, have
also simultaneously increased the expectations that employees,
managers, customers, suppliers, and regulators have for the HR function.

3. HRIS – Why it is needed?
 Storing information and data for each individual employee marking
absent and present and granting leave.
 Providing a basis for planning, decision making, controlling and
other human resource functions.
 Supplying data and submitting returns to government and other
statutory agencies.
 Job design and organizational structure.
 Increasing size of workforce.
 Technological advances.
 Computerized information system.
 Changes in legal environment

4. Definition of HRIS
 Tannenbaum (1990) defines HRIS as a technology-based system
used to acquire, store, manipulate, analyze, retrieve, and distribute
pertinent information regarding an organization’s human resources.
 Kovach et al., (1999) defined HRIS as a systematic procedure for
collecting, storing, maintaining, retrieving, and validating data
needed by organization about its human resources, personnel
activities, and organization unit characteristics.

5. HRIS functions
 Integrating the Technologies of HR.
 Increased Efficiency.
 Increased Effectiveness.
 IT-Enabled Processes.
 Cost and benefit of HRIS.

6. Application
of HRIS
Performance
Evaluation
Recruitmant
Presonal
Self Service
payroll
People
Administrat
ion
Compensation
And benefit
T&D
Leave
And
absence

7. Benefits of HRIS
Saving time
Saving costs
Work re-allocation

8. Saving time
 Saving time leads to efficiency.
 Easy data maintenance.
 Administrative processes automated.
 Employee “self-service”.
 Adequate information base that leads to timely decision
making.
 Responding faster to employee inquiries to enhance
efficiency and productivity.

9. Saving costs
Less time spent on tasks = less money.
Minimum paperwork.
Timely and accurate decision making includes less
cost.

10. Work re-allocation
Helping the employees perform better through effective
career planning and performance management.
Integrating the human resource function with other
business functions in the enterprise, to serve personnel
better.

11. Steps of HRIS
• Conceive and Plan
• Analyze
• Design
• Test
• Implement
• Maintain

12. HRIS Product
 ClearCompany HRM
 Sage Payroll
 Kronos Workforce Ready
 RUN powered by ADP
 BambooHR
 ADP Workforce Now
 Jobvite
 Paycor Perform
 Ascentis
 Newton Applicant Tracking