More Related Content
Similar to Human resource information systems
Similar to Human resource information systems (20)
Recently uploaded
Recently uploaded (20)
Human resource information systems
- 2. Agenda 1. What Is a Human Resource Information System (HRIS)? 2. HRIS Systems and Working Components 3. HRIS Models SAMPLE FOOTER TEXT 20XX 2
- 3. Learning Outcomes At the end of the lesson you will be able to: • Define HRIS • Identify the six key HRIS processes and working components. • Discuss HRIS models that guide the functioning of its processes SAMPLE FOOTER TEXT 20XX 3
- 4. Introduction Human resource information systems have evolved over the last decade as well to embrace these new trends at work. Let us look at what an HRIS is in today’s context, what it can do, and what it can help the organization achieve. SAMPLE FOOTER TEXT 20XX 4
- 5. What Is a Human Resource Information System (HRIS)?
- 6. Human Resource Management (HRIS) Human resource information system (HRIS) is defined as a software or online solution that is used for data entry, data tracking, and data management of all human resources operations of an organization.
- 7. Human Resource Management (HRIS) An HRIS includes under its umbrella a wide range of systems. For example, it includes all aspects of managing the employee database and directory, applicant tracking, benefits administration, payroll processes, work scheduling, time and attendance, leaves tracking, electronic signatures, compliance protocols, customizable insight reports, employee self- service, performance management, and HR processes taken care of on mobile apps.
- 8. HRIS Processes and Working Components SAMPLE FOOTER TEXT 20XX 8 Most HRIS solutions today offer customized systems based on the unique needs and growth plans of the organization. Let’s take a peek into the six key HRIS processes and working components that most organizations require in some combination.
- 9. 1. Database management Ready-access database where all employee information can be stored and managed effectively. Data stored on the system ranges from compensation information, emergency contact details, and education history to present contact information, learning metrics, and performance review scores. SAMPLE FOOTER TEXT 20XX 9
- 10. 2. Time and labor management Monitoring the clocking hours of every single employee. approve leave requests, and the data can be directly linked to payroll. SAMPLE FOOTER TEXT 20XX 10
- 11. 3. Payroll functions easy download or upload of employee hours and attendance data deposits to employees made more seamless. fewer errors by reducing human intervention. improvement in tax compliance SAMPLE FOOTER TEXT 20XX 11
- 12. 4. Benefits management medical benefits and retirement investments queries, feedback, data, and communication related to benefits. one-stop platform experience for all employers and employees SAMPLE FOOTER TEXT 20XX 12
- 13. 5. Employee interface allows limited user access to employees allows employees to update their personal information, review pay scales, change retirement benefit programs, update direct deposit information or download benefit election documents SAMPLE FOOTER TEXT 20XX 13
- 14. 6. Talent acquisition and retention HRIS tools can improve the candidate experience while also making it easier for recruiters to source, track, and engage with the right talent. Employees also need to be provided with the right training, career pathing, and reward plans to enable growth, boost morale, and create job happiness. SAMPLE FOOTER TEXT 20XX 14
- 15. HRIS Models HRIS models that guide the functioning of its processes. SAMPLE FOOTER TEXT 20XX 15
- 16. Input and output model of a basic HRIS SAMPLE FOOTER TEXT 20XX 16 Figure 1. Input and output model of a basic HRIS
- 17. Model for HRIS adoption SAMPLE FOOTER TEXT 20XX 17
- 18. HRIS success model SAMPLE FOOTER TEXT 20XX 18
- 19. Thank you SAMPLE FOOTER TEXT 20XX 19
Editor's Notes
- It is thus an accessible, actionable database that enables the smooth operation of all HR systems hosted either on the organization’s server, the cloud, or on that of an outsourced vendor. An HRIS is often referred to an HRMS (human resources management system) since it aids in effective human resource management and planning.
- HRIS differs within both client and vendor organizations based on the needs of the human capital that requires to be managed, employee strength, the geographical spread of an organization, the basic protocols of functioning that it adheres to, and its map for the future.
- A human resource information system thus becomes crucial in making sense of all this data – to not only collect and store data effectively but to gather the information that would enable effective workflow and improve efficiency.
- The core offering of most human resource information system solutions is a ready-access database where all employee information can be stored and managed effectively. The HR team (or anyone managing the portal) can easily input all personnel data into the system. The point is to be able to access all this data and relevant metric from it on demand from anywhere across the globe. The kind of data stored on the system ranges from compensation information, emergency contact details, and education history to present contact information, learning metrics, and performance review scores. The database forms the heart of all HR functions and could prove to be an effective online or cloud-hosted backup for a largely paperless office.
- Monitoring the clocking hours of every single employee is a time-intensive task. With a majority of offices today allowing employees to either punch in biometrically or log on to input their own hours, this daily dose of data needs effective management. Managers can now approve leave requests, and the data can be directly linked to payroll. A non-intrusive but efficient human resource information system can thus keep a close tab on punctuality and attendance.
- Payroll is one of the most important functions of HR. With a lean human resource information system allowing easy download or upload of employee hours and attendance data, the number crunch can be made a lot simpler, and deposits to employees made more seamless. This also leads to fewer errors by reducing human intervention. Moreover, most HRIS payroll software lead to an improvement in tax compliance, especially for organizations that deal with multiple tax levels.
- Benefits management does not pertain only to medical benefits and retirement investments, but all queries, feedback, data, and communication related to benefits. Such applications provide a one-stop platform experience for all employers and employees alike, add transparency, and enable smoother operations. Every employee is affected by the benefits regulations and strategy, and how that is managed affects the total experience that the employee has at work.
- Most human resource information system software allows limited user access to employees, but even that moderate level of employee self-service is a step forward in creating a culture where employees have more operational freedom. The interface that allows employees to update their personal information, review pay scales, change retirement benefit programs, update direct deposit information or download benefit election documents needs to provide a user experience that is easy, integrated, and time-saving.
- Acquiring and retaining the right talent is how an organization can hope to grow. With that context in mind, recruitment and retention are crucial components of any HRIS and are ranked by most organizations as must-have features. Getting the right talent onboard is just the first step to the talent puzzle. Employees also need to be provided with the right training, career pathing, and reward plans to enable growth, boost morale, and create job happiness. HRIS tools can improve the candidate experience while also making it easier for recruiters to source, track, and engage with the right talent.
- This model enumerates the basic functioning of an HRIS – from input to output. Both environmental and internal sources provide data for the input subsystems, which are then interpreted into information and used in recruiting, workforce planning, workforce/talent management, compensation, benefits, and for various parts of the reporting channel.
- With a plethora of options available in the market (to the point where the market seems overcrowded), choosing the right HRIS is a big decision. But once that is done, to ensure that the organization has invested in a winning system, the right adoption of the HRIS is necessary. Here’s a model that enumerates the different aspects of adopting the right HRIS and adapting to new processes.
- The following figure is the integrated HRIS model for success. This is to reiterate how the users’ perception of the system is affected by the quality of system processes, information access and application, ease of use, and usefulness. The perceived utility of the HRIS is an interesting factor since it is quite subjective and must make sense to the employee. All these factors together contribute to the level of user satisfaction and ultimately to the success of the HRIS.