A human resource information system (HRIS) uses software to electronically handle human resource activities like accounting, management, and payroll. An HRIS allows companies to more effectively plan, manage, and control HR costs without dedicating many resources to it. The main functions of an HRIS include benefits administration, payroll handling, employee records, recruitment, training, performance reviews, and attendance tracking. Maintaining an HRIS system helps gather, organize, and disseminate the information needed for efficient HR management. Key advantages are reduced data storage costs, faster data retrieval and processing, lower duplication efforts to reduce costs, timely access to accurate HR data, and improved analysis for better decision making.

1. BY:
Manish Dhanraj Rangari

2.  Introduction
 Types of Human Resource Information System
 Function of Human Resource Information System
 Application of Human Resource Information System
 Advantages of Human Resource Information System

3.  A 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, a 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. Operational Tectical
Strategic Comprehensive
HRIS

5.  Benefiting Administration
 Payroll Handling
 Employee Record Handling
 Recruitment
 Training
 Appraisals & Performance Management
 Attendance Record Management
 Grievance Handling

6.  The main purpose of maintaining HRIS
system is to gather, classify, process,
record and disseminates the information
required for efficient and effective
management of human resources in the
organization.

7.  Personnel Administration
 Salary Administration
 Leave/Absence Increase
 Skill Inventory
 Medical History
 Manpower Planning
 Recruitment

8.  Reduction in the cost of stored data in human resource.
 Higher speed of retrieval and processing of data.
 Reduction in duplication of efforts leading to reduction in
cost.
 Availability of accurate and timely data about human
resources.
 Better analysis leading to more effective decision making.
 More meaningful career planning and counselling at all
levels.