Human Resource Information System (HRIS) is a system used to collect, record, store, manage and present data related to an organization's human resources. HRIS was first introduced in the 1950s and became more widely adopted in organizations in the 1980s and 1990s. HRIS systems help with functions like employee records management, payroll, compliance, forecasting future needs, and assisting managers with relevant data. The key benefits of HRIS include saving time, saving costs, and allowing for better work reallocation within an organization.
HRIS being the most important tool is needed for the modern trends in the organization.This slides gives the brief introduction related to the HRIS topic and the history of HRIS.
HRIS being the most important tool is needed for the modern trends in the organization.This slides gives the brief introduction related to the HRIS topic and the history of HRIS.
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Understand Human Resource Planning (HRP) and purpose of HRP.
Identify the relationship between strategy and HRP.
Identify the steps of HR planning process.
Describe the approaches to understand the jobs.
Discuss the phases of job analysis, including what it is and how it’s used.
Design model for forecasting HR requirements and employee requisition form.
Develop job descriptions , including summaries and job functions, using the Internet and traditional methods by using Job analysis questionnaire.
Develop job specifications using the Internet as well as your judgment.
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Natak Credits:
Writer: prashant janardan katkar
Cast: Shahir Sadashiv Bhishe, Ramesh Parse, Datta Shinde,
Synopsis
Based on the life and achievements of Mahatma Jyotiba Phule and his wife Savitribai, this is a socio-political and historical play. Noteworthy about the play is that most actors in it are cleaners of the Pune Municipal Corporation. Although the play has a serious tone, it is presented in the most entertaining manner by incorporating elements of song, dance and drama in it. Mahatma Phule was a social reformer transcending many social barriers of caste and gender. He and his wife initiated education programmes for women and the untouchables. The Phule couple also fought for the rights of workers and farmers. In the contemporary times of social intolerance, farmer suicides and female foeticide, the play becomes more relevant than ever.
Total Quality Management TQM, also known as total productive maintenance, describes a management approach to long-term success through customer satisfaction. In a TQM effort, all members of an organization participate in improving processes, products, services, and the culture in which they work.
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.
HRIS is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.
Management Information systems applications in human resourceBella Meraki
The Management Information System is a collection of men, tools, procedures and software to perform various business tasks at various levels in the organization
Many organizations have separate MIS departments which are involved in maintaining records, performing transactions, report generations and consolidation of the important information which will be supplied to the various levels of the management. 0)MIS primarily serves the functions of controlling and decision making at the managerial level.
0)MIS has three basic levels:
>operational,
>middle management
>top management
where the information is passed from bottom to top.
0) Right information at right time in right format will decide the managements’ Human resource decisions
The MIS is defined as an integrated system of man and machine for providing the information to support the operations, the management and the decision making function in the organization
HRIS is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.
MBA SEM 3 |HR PAPER 1| MODULE 3| DEVELOPING A MANPOWER PLAN|
MANPOWER PLANNING , RECRUITMENT & SELECTION|
RTMNU NAGPUR UNIVERSITY
By Jayanti R Pande
Free notes by Jayanti Pande
MBA Notes by Jayanti Pande
JRP Notes
Jayanti Pande notes
Jayanti Pande HR Notes
Module2 human resource information systemMaria Theresa
By automating Human Resource practices, HRIS saves time and money, effectively reallocates work processes and thus provides competitive advantage and add strategic value to the organization
Human resource information system or HRIS is basically a process of identifying manpower requirements, identifying resources, compliance, meeting training needs, increase of knowledge workers and associated information and learning organization.
2. DEFINITION
Human Resource Information System (HRIS)
is the composite of databases, computer
applications, hardware and software that are
used to collect, record, store, manage,
deliver, present and manipulate data of
human resource.
Broderick and Boudreau (1992)
4. HISTORY OF HRIS…..
1950`s - Virtually non-existent
1960`s - Only a few vendors.
1970`s - greater need in organizations.
1980`s – HRIS - reality in many
organizations.
1990`s - Numerous vendors, specialties….
5. FUNCTIONS OF HRIS
Create and maintain employee records.
Ensure legal compliance.
Forecast and plan future HR requirements.
Reduces the manual work.
Assist managers by providing the relevant data.
6. HRIS- ‘STAGES OF DEVELOPMENT’
Primary level (EDP Stage)
• Focus on data storage, processing and
information flows.
• Restricted to payroll and storing basic details
of employees.
Secondary level (MIS Stage)
• Increased report generation flexibility.
• Intended in control of operations and
budgetting.
7. STAGES OF DEVPT- CONTD….
Tertiary level (DSS Stage)
• More interactive and capable of developing
decisions on many strategic issues.
• Intended in competency mapping of existing
manpower, their future utilization, training
and development initiatives, suitable
compensation packages etc.
8. AREAS OF HRIS
Personal employee information.
Wages and salaries.
Succession planning.
Calculation of Benefits.
Education & training.
Attendance.
Performance appraisal.
Strategic planning.
10. OPERATIONAL HRIS
Operational HRIS provides data to support
routine and repetitive human resource
decisions.
Information is detailed, structured, accurate
and internal.
11. STRATEGIC HRIS
Strategic HRIS helps top level managers to
set goals and directions for organisation.
Gather and manage information from within
and outside organisation.
12. TACTICAL HRIS
Supports management decisions emphasizing
allocation of human resources.
The decisions include recruitment decisions,
job analysis and design decisions, training and
development decisions, and employee
compensation plan decisions.
15. 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.
16. SAVING COSTS
Less time spent on tasks = less money.
Minimum paperwork.
Timely and accurate decision making
includes less cost.
17. 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.
18. STEPS IN IMPLIMENTING HRIS
Inception of idea.
Feasibility of study.
Selecting a project team.
Defining the requirements.
Vendor analysis.
Package on tract negotiations.
Training.
19. STEPS CONTD…
Tailoring the system.
Collecting the data.
Testing the system.
Starting the system.
Running in parallel.
Maintenance.
Evaluation.
21. LIMITATIONS OF HRIS
It can be expensive in terms of finance and
manpower.
Thorough understanding of the system is
necessary for its functioning.
Lack of communication.
HRIS implemented may be on poorly done
needs analysis.
22.
23.
24. HRIS IN HOSPITALS
Low-resource countries face difficulties in
meeting the health care needs of their
people. For e.g.:- Countries in sub-Saharan
Africa suffer from 24% of the global disease
burden, but have only three percent of the
global health workforce to provide necessary
services.
Routine and accurate HRIS data helps to
deploy the right health workers in the right
places to meet the health care needs.
25. CONTD…..
HRIS can be used to standardize and
support ongoing management and support of
the health workforce.
Capacity Plus Inc, IntraHealth International
are some of the HRIS softwares used in
healthcare industry.
26. CONCLUSION
“By automating
Human Resource
practices, HRIS saves
time, money and
effectively reallocates
work processes thus
providing competitive
advantage and adds
strategic value to the
organization.”
27. REFERENCES
Dipak kumar bhattacharyya, Human
Resource Management, Second edition,
Excel books publications, New delhi.
www.slideshare.net
en.wikipedia.org
Googlesearch
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