Human Resource Information System (HRIS) is an electronic system used to store and manage HR-related data. It helps HR managers perform functions more effectively and systematically. The key modules of an HRIS include payroll, recruitment, training and development, benefits administration, and performance management. Successful implementation of an HRIS provides benefits like increased efficiency and accuracy, while challenges may include lack of management support or communication issues.

1. Human Resource Information System

2. Definition of the Human Resource Information System (HRIS) Users of HRIS The HR Process Modules of HR The HRIS System Workflows Available HRIS Software Benefits of HRIS Challenges Faced By Successful HRIS What we’ll cover today

3. systems and processes at the intersection between HRM and IT. merged as an HRM discipline with IT field. electronic tools used to access HR-related information and perform HR-related functions: Training and Development Labor Relations Strategic HR Global HR HRIS: Definition (1/2)

4. helps HR managers perform HR functions in a more effective and systematic way using technology. acquiring, storing, manipulating, analyzing, retrieving, and distributing pertinent information regarding an organization's human resources. HRIS: Definition (2/2)

5. HR Professionals (such as HR rep, HR Manager, etc.) Support staff Lower Level Employees Middle Level Employees Upper Level Employees Executives & Directors HRIS: Users

6. Recruitment Locate and attract applicants Selection Getting right people for right position Training and Development Training – for current jobs Development – for future jobs HR: Process

7. Performance Evaluation and Management Evaluate employees work efficiency Promotions/Performance Appraisal Responsible for proper compensation of the deserving employees Employee Relations Build camaraderie among colleagues HR: Process

8. Record keeping of all personal data. Keeper of all people related data such as family members, previous company that an employee worked with, etc. Compensation and Benefits Responsible for giving appropriate benefits and salaries to the employees in order to maintain or increase their efficiency level HR: Process

9. Career development Help the employees to develop their respective career by implementing different training and development that the employee needed HR: Process

10. Payroll Module: automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Online Recruiting: used to garner potential candidates for available positions within an organization. HR: Modules

11. Time and Labour Management Module: is designed to collate and analyze employee timekeeping information for the purposes of organizational cost accounting. Training Module/Learning Management System: provides a system for organizations to administer and track employee training and development efforts. HR: Modules

12. HR Management Module: records basic demographic data of employee - training and development, skills, and qualifications of each employee. Advanced HR management modules can also automate the process of application for positions by capturing application data and entering it to a relevant database. HR: Modules

13. Benefits Administration Module: provides a system for organizations to administer and track employee participation in benefits programs. These programs can range from programs such as health insurance and pension schemes, stock option plans, and profit sharing. HR: Modules

14. HRIS: System Workflow

15. HRIS: System Workflow

16. Abra Suite ABS (Atlas Business Solutions) CORT: HRMS HRSOFT Human Resource MicroSystems ORACLE- HRMS PEOPLESOFT SAP HR SPECTRUM HR VANTAGE: HRA HRIS: Softwares

17. DEMO (Staff Files HR software) HRIS: Softwares

18. Faster information process, Greater information accuracy, Improved planning and program development, and Enhanced employee communications (Overman, 1992). HRIS: Benefits

19. Lack of management commitment No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration HRIS: Challenges

20. http://www.smallbusinessbible.org/ http://www.indianmba.com/ http://en.wikipedia.org/ http://www.human-resource-system.com/ http://www.about.com/ HRIS: References

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