The document discusses Human Resource Information Systems (HRIS). It begins with defining HR and information systems. It then discusses the concept and need for HRIS, providing examples of its applications and benefits. Key benefits include higher speed and accuracy of data retrieval, reduced costs, and improved decision making. The document also provides a case study of HRIS implementation at SunGard, including their use of Oracle/PeopleSoft. It outlines the typical development process and considerations for HRIS implementation.

1. Human ResourceHuman Resource
Information System (HRIS)Information System (HRIS)
Mr. Sem ShaikhMr. Sem Shaikh 1

2. AgendaAgenda
 Introducing HR & IS
 Concept of HRIS
 Need of HRIS
 Case Study of Visited Company
 Utility and Applications
 Implementation of HRIS
 Benefits
 Limitations
 Conclusion 2

3. HRM – IntroductionHRM – Introduction
 Human Resources is an organizational function that deals with
issues such as recruitment and selection, training, appraisal,
compensation and performance management of the employee.
 Human beings are also considered to be resources because it is the
ability of humans that helps to change the gifts of nature into
valuable resources. While taking into account human beings as
resources, the following things have to be kept in mind:
 The size of the population
 The quality
 "The people that staff and operate an organization"; as contrasted
with the financial and material resources of an organization.
3

4. HRM – AST & D ViewHRM – AST & D View
4
EmployeeEmployee
assistanceassistance
Compensation/Compensation/
BenefitsBenefits
PersonnelPersonnel
Research &Research &
ISIS
SelectionSelection
And staffingAnd staffing
HRPHRP
Organization/Organization/
Job designJob design
ODOD
T & DT & D
EmployeeEmployee
assistanceassistance
HR areas output:
Quality of work life
Productivity readiness
for change
HR areas output:
Quality of work life
Productivity readiness
for change

5. Information SystemInformation System
A system, whether automated or
manual, that comprises people,
machines, and/or methods
organized to collect, process,
transmit, and disseminate data
that represent user information.
5

6. HRIS - IntroductionHRIS - Introduction
 Human Resource Information System
(HRIS) is a systematic way of storing
data and information for each individual
employee to aid planning, decision
making, and submitting of returns and
reports to the external agencies.
 It merges HRM as a discipline and in
particular its basic HR activities and
processes with the information
technology field.
 It can be used to maintain details such
6

7. HRIS - Why it isHRIS - Why it is
neededneeded ????
 Storing information and data for
each individual employee.
 Providing a basis for planning,
decision making, controlling and
other human resource functions.
 Meeting daily transactional
requirement such as marking absent
and present and granting leave. 7

8. Building Organizational
Capabilities
Job Design and Organizational
Structure
Increasing size of workforce
Technological Advances
Computerized information 8
HRIS - Why it isHRIS - Why it is
neededneeded ??

9. HRIS TrackHRIS Track
9
Personal
Records
Recruitment &
Selection
Employment
Equity
Salary
Administration
Trng. & Dev. Compensation
Employee
Relations
BenefitsHR Planning
Pension
Administration
Medical
Records
Health & Safety
Job
People
Positions

10. HRIS – ApplIcAtIon & UtIlItIeSHRIS – ApplIcAtIon & UtIlItIeS
 Personnel administ rat ion - I t will
encompass inf ormat ion about each
employee, such as name address, personal
det ails et c.
 Salary administ rat ion - Salary review
procedure are import ant f unct ion of
HRM, a good HRI S syst em must be able
t o perf orm what if analysis and present
t he report s Of changes.
 Leave and absence recording —
10

11.  Perf ormance appraisal — The syst em should record
individual employee perf ormance, appraisal dat a, such as
due dat e of appraisal, scores et c.
 Human resource planning — HRI S should record det ails
of t he organisat ional requirement s in t erms of posit ions
 Recruit ment — Record det ails of recruit ment act ivit ies
such as cost and met hod of recruit ment and t ime t o f ill
t he posit ion et c.
 Career planning - Syst em must be able t o provide wit h
succession plans report s t o ident if y which employee have
been earmarked f or which posit ion.
 Collect ive bargaining — A comput er t erminal can be
posit ioned in t he conf erence room linked t o dat abase.
11
HRIS – ApplIcAtIon & UtIlItIeSHRIS – ApplIcAtIon & UtIlItIeS

12. Company Report : SunGardCompany Report : SunGard
 SunGard is a global leader in -
 Software and processing solutions for financial services
 Higher education and the public sector.
 Business continuity services.
 Established 1978.
 Annual revenue exceeding $4 billion (2006-07).
 More than 25,000 customers in more than 50 countries, including the
world's 50 largest financial services companies.
 Employs strength 16,000 in more than 400 offices in 30 countries.
 Headquarter - Wayne, Pennsylvania.
 India offices – Bangalore, Pune.
 Pune Office – Meridian Plaza, Senapati Bapat Road.
12

13. HRIS Q &A with SunGardHRIS Q &A with SunGard
 Which system do you use in your organisation
for HRM?
Oracle/PeopleSoft Employee Suit HRMS
Package.
13

14.  What benefits do you get from the information
system?
 HRIS system is able to provide us various benefits like
speedy retrieval and processing of data, its easy
classification.
 It helps in better analysis and more effective decisions
making .
 Provides us with accurate information, quality reports
and overall better work culture.
 Eliminates personal biasness, brings transparency.
14
HRIS Q &A with SunGardHRIS Q &A with SunGard

15.  What are the problems faced by HR people
while using the system?
Although the system is efficient, but sometimes we
face the problems like system slowdown or higher
downtimes and if there is some particular
limitation in module than work suffers, some HR
people are not comfortable in using system
efficiently so time is to be given in training for the
system.
15
HRIS Q &A with SunGardHRIS Q &A with SunGard

16.  How does implementation of such system in
organization, affect its culture and
employees?
 With the introduction of HRIS system the work
culture in the organization gets changed and
we as HR managers are able to serve to other
employees in efficient manner which is again
raising the satisfaction level among ourselves.
But some time some senior employees are
resistant to the change also. 16
HRIS Q &A with SunGardHRIS Q &A with SunGard

17.  What are the uses of HRIS in different
functions of HR?
HRIS system is helping out in all
the functions and activities
related to HR like payroll
processing, training and
development , job evaluation
process and appraisals,
recruitments etc. by providing
17
HRIS Q &A with SunGardHRIS Q &A with SunGard

18.  What are the limitation in the existing HRIS in
your organisation?
 Although the system is highly supportive, but there is
also a requirement of Query Based Ticketing System
(QBTS) with SLA.
 On query resolution queries raised on window will go to
the concerned HR officer, at the same the HR officer will
get a work list pertaining to the query, raised by an
employee in his department.
18
HRIS Q &A with SunGardHRIS Q &A with SunGard

19.  How much secure is the system actually from
HR point of view?
 System is absolutely secure. We have three
level security system in our application.
Authorization, Authentication and Auditing.
19
HRIS Q &A with SunGardHRIS Q &A with SunGard

20. HRIS - VendorsHRIS - Vendors
 More than 25, world-wide.
 Automatic Data Processing Inc.
 SAP AG
 Restrac Web Hire
 Oracle/PeopleSoft
 Human Resource Microsystems
 Business Computer Systems
 Lawson Software
20

21. HRIS - DevelopmentHRIS - Development
21
CONCIEVE & PLAN
ANALYSE
DESIGN
TEST
IMPLIMENT
MAINTAIN

22. HRIS - ImplementationHRIS - Implementation
 Complete Business Solutions (CBS)
 Build Your Own Integrated System
Approach (BYOSIS)
 Multiple Systems and Data Hub Approach
(MS&DH)
22

23. HRIS – ExampleHRIS – Example
 Oracle/PeopleSoft HRMS (ver. 12)
 Automates the entire recruit-to-retire process.
 A single integrated application includes the
following HR activities:
 Recruitment
 Performance management
 Learning
 Compensation and benefits
 Payroll
 Workforce scheduling
 Time management and real time analytics. 23

24. Oracle/PeopleSoft HRMSOracle/PeopleSoft HRMS
 Example: Payroll System
 Based on a global HRMS engine with country-
specific localization extensions
 Integrated with Human Resources (core),
Advanced Benefits, Self-Service HR, Incentive
Compensation, and Oracle Financials.
24

25. Oracle Payroll: Scope & UtilitiesOracle Payroll: Scope & Utilities
 Defines comprehensive eligibility rules that link user-defined criteria.
 Defines standard rules for automatically assigning and changing
employee compensation and benefits.
 Minimizes workforce inquiries by providing near real time remuneration
data and history.
 Utilizes simple, configurable formulae.
 Controls each employee’s unique processing rules and calculations
using Fast Formula.
 Uses conditional logic for more complex cases.
 Streamlines administrative processes.
 Reduces set-up costs and processing time & errors.
 Manages global compensation with one application.
 Organization-wide control of workforce payroll and compensation data.
25

26. Oracle Payroll: Scope & UtilitiesOracle Payroll: Scope & Utilities
 Implements Oracle Payroll's core payroll engine, by adding
local extensions to attain the legislative functionality and
country reporting requirements.
 Configures and manages personalized compensation
policies and programs with one global payroll engine.
 Monitors payroll processes end-to-end.
 Reconciles errors while maintaining current calculations.
 Simultaneous processing of multiple groups of employees.
 Reduces administrative costs with online paperless pay-
slips.
 Standard and personalized reports are utilized to view and
analyze your payroll data.
 Configurable security for unique access.
26

27. HRIS - BenefitsHRIS - Benefits
 Employee Sat isf act ion Up t o 50%
 Wor ker Pr oduct ivit y 40-60%
 Lear ning Ef f ect iveness Up t o 40%
 Ser vice Levels 20-30%
 Employee Tur nover 20-70%
 Time t o Ramp New Hir es 50%
Sources: Giga 2003, Cedar 2002
27

28. HRIS - BenefitsHRIS - 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.
 Better work culture.
 Establishing of streamlined and systematic procedure.
 More transparency in the system.
 Employee – Self Management.
28

29. HRIS - DisadvantagesHRIS - Disadvantages
 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.
 Computer cannot substitute human beings.
29

30. Conclusion :-Conclusion :-
We are becoming the
servants in thought, as
in action, of the
machines. Evidently, we30

31. ReferencesReferences
 Fundamentals of HRM – S. P. Robbins
 Human Resource Management -
Biswajeet Patnayak
 Management Information Systems: New
Approaches to Organisation and
Technology – Upper Saddle River
 Integrated HR Systems – Linda Stroh
 PeopleSoft 8.8 Application Fundamentals
for HRMS PeopleBook
 Web References: 31