This document discusses Human Resource Information Systems (HRIS). It begins by defining an HRIS as a system used by organizations to collect and store employee data. It then lists the main benefits of an HRIS as improved record keeping, compliance, efficiency, support of HR and business strategies, and enabling self-service HR. The document also outlines key HRIS functions such as applicant tracking, payroll, time attendance, benefits administration, training, performance management, and reporting. It provides examples of major HRIS suppliers and the roles of an HRIS specialist and analyst. Finally, it presents a six step approach to implementing an HRIS: search, plan and align, define and design, configure and test, train and communicate, and deploy

1. HUMAN RESOURCE
INFORMATION SYSTEM
Reporter: Kaye Jay M. Enriquez

2. MAIN POINTS COVERED
What is an HRIS?
Benefits of an HRIS
HRIS functions
HRIS suppliers
HRIS specialist & HRIS analyst
HRIS implementation in 6 steps
SUMMARY OF TOPICS

3. WHAT IS AN HRIS?
WHAT IS AN HRIS?

4. WHAT IS AN HRIS?
HRIS stands for Human Resources Information System.
The HRIS is a system that is used to collect and store
data on an organization’s employees.
It is a system for recruitment, performance
management, learning & development, and more.
An HRIS is also known as HRIS software.
Other commonly used names are HRIS system and
HRMS, or Human Resources Management system.

5. BENEFITS OF AN HRIS
BENEFITS OF AN HRIS

6. BENEFITS OF AN HRIS
Record-keeping- An HRIS is a record-keeping
system that keeps track of changes to anything
related to employees.
Compliance- Some data is collected and stored for
compliance reasons.
Efficiency- Having all this information stored in one
place not only benefits accuracy but also saves
time.

7. BENEFITS OF AN HRIS
HR strategy- The HRIS permits the tracking of
data required to advance the HR and business
strategy.
Self-Service HR- A final benefit is the ability to
offer self-service HR to employees and
managers.

8. HRIS FUNCTIONS
HRIS FUNCTIONS

10. HRIS FUNCTIONS
APPLICANT TRACKING SYSTEM
PAYROLL
TIME ATTENDANCE
BENEFITS ADMINISTRATION
This software handles all the company’s recruiting needs.
Payroll automates the pay process of employees
Employee benefits are an important aspect of compensation and are also
managed in this system.
This module gathers time and attendance data from employees.

11. HRIS FUNCTIONS
TRAINING
EMPLOYEE SELF-SERVICE
SUCCESSION PLANNING
Learning and development is a key element when it comes to employee
management.
Performance management is a key part of managing people
Creating a talent pipeline and having replacements available for key roles in
the organization is another key component of an HRIS
Organizations are focusing increasingly on having employees and their
direct supervisors manage their own data.
PERFORMANCE MANAGEMENT

12. HRIS FUNCTIONS
REPORTING AND ANALYTICS
Modern systems enable the creation of automated HR
reports on various topics like employee turnover, absence,
performance, and more.

13. HRIS SUPPLIERS
HRIS SUPPLIERS

14. HRIS SUPPLIERS
CORNERSTONE
They are one of the largest providers for Small and Medium businesses, they
offer different suites including recruiting, learning, performance management,
and an e-learning LMS.
WORKDAY
Workday is arguably one of the best-known HRIS out there. Founded in 2005, it
has rapidly grown to a global HRIS giant with over 10,000 employees. Workday
specifically tailors to mid- and large-sized businesses.
SAP
SAP is better known as an ERP, or Enterprise Resource System. These are systems
that keep track of a company’s resources.

15. HRIS SUPPLIERS
ORACLE
Oracle HCM Cloud was released in 2011. It includes modules on
talent management, workforce rewards, workforce
management, and work-life solutions.
ULTIMATE SOFTWARE
The company provides one system of records for HR, payroll,
and talent management.

16. HRIS SPECIALIST &
HRIS SPECIALIST &
HRIS ANALYST
HRIS ANALYST

17. HRIS SPECIALIST & HRIS ANALYST
HRIS SPECIALIST
The HRIS specialist is responsible for implementing and
maintaining the HRIS for the organization.
HRIS ANALYST
The HRIS analyst provides support for the HRIS. This includes
researching and resolving HRIS problems and being a liaison
with other parts of the business, like finance/payroll.

18. HRIS IMPLEMENTATION
HRIS IMPLEMENTATION
IN SIX STEPS
IN SIX STEPS

19. HRIS IMPLEMENTATION IN SIX STEPS
1. Search
2. Plan and align
3. Define and design
4. Configure and test
5. Train and communicate
6. Deploy and sustain

20. REFERENCE:
https://www.aihr.com/blo
g/human-resources-
information-system-
hris/

21. THANK YOU FOR LISTENING!