Human Resource Information System is a set of interconnected components that collect, process, and store HR information to support decision making, coordination, and control. It is a software solution that helps automate and manage HR, payroll, management, and accounting activities. Developing an HRIS follows the system development life cycle. An HRIS provides benefits like higher speed and accuracy of information retrieval, reduced costs, and improved decision making. However, it also has limitations such as high expenses, potential threats to employees, and lack of clear goals in design.

1. Human Resource
Information System
SUBMITTED BY:
VINAY GARUDE
GIRISHMA NAIR

2. Human Resource Information System
• HRIS is a set of inter related components working together to
collect, process and store information to support HR decision
making, coordination and control in an organization
• A software solution to help automate and manage their HR,
payroll, management and accounting activities.

3. Need for HRIS
• Storing information and data for each individual employee.
• Providing a basis for planning, decision making, controlling and
other human resource functions.
• More efficient administration
• More opportunities
• Reduced labor
• Computerized information system

4. Developing an HRIS: System Development Life
Cycle (SDLC)

5. Applications of Computerized HRIS
• Job Description
• HR Planning
• Staffing
• Succession Planning
• Training and Development
• Performance Appraisal
• Job Evaluation
• Compensation

6. 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.
• Establishing of streamlined and systematic procedure.
• More transparency in the system.
• Employee – Self Management.

7. HRIS – Limitations
• 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.
• Planning overlooks impact on clerical procedures
• Lack of HR/functional expertise in designing
• Unclear goals/objectives

8. THANK YOU