Human resources information system.pptx

1. RAMANAND INSTITUTE OF PHARMACY AND MANAGEMENT
Dissertation Presentation Topic:-
Human Resource Information system
Submitted To:-
ShagunTaneja
Submitted By:-
Diksha Chauhan
MBA 4TH SEM

2. HUMAN RESOURCE
INFORMATION SYSTEM

3. INTRODUCTION
HRIS helps companies manage and automate core hr processes. these hr software systems support benefits
administration, time and attendance, payroll, and other workflows, as well as the storage of employee data,
such as personal, demographic, and compensation information.
PURPOSE: streamline hr operations, centralize data, and empower strategic decision- making.
K E Y FEATURES:
payroll management
recruitment & applicant tracking
performance management
training & development
benefits administration

4. OBJECTIVES
•To offer sufficient, comprehensive & ongoing
information about people & jobs.
• To supply up to date information at a reasonable
cost.
• To offer data security & personal privacy

5. RESEARCH METHODOLOGY
As for the research design, Descriptive research is used in this research. Descriptive research is a research
which specific prediction is made, the percentage of units in a specified population exhibiting a certain
behavior is measured and the characteristic of relevant group is described.
Sampling Design-: The way of selecting a sample is known as the sample design. Here the researcher used
simple random sampling.
Sample Size-: A sample of 50 employees.
Data Collection-: The study is based on the collection of primary data from different participative workers.

6. 1 primary Data:
The primary data Sources were the observation of working procedures while working in
HRIS/HRMS/ HR division, , face to face interaction With the resource personnel, practical
experience in the different desk of the department.
2 Secondary Data:
Majority of the data will be collected from Annual Report Informal discussion mainly with
my supervisor, printed materials like annual report. books and articles on the related

7. DATA ANALYSIS
TABLE-1 Q.1 What is the Sources of Recruitment of HRIS ?
Sources Actual Percentage
Internal 40 80%
External 12%
Both 4 8%
Total 50 100%
Internal External Both
0
5
10
15
20
25
30
35
40
45
Series1 Series2
INTERPRETATION
Recruitment plays an important role whenever an organization wants to hire
people, and the sources through which these people are hired also is important.
12% of the respondent use External sources of recruitment. 80% of the respondents
consider both the internal and external sources for recruitment, while 8% of them
only opt for the internal source of recruitment.

8. Q.2. Human Resources Information System In Employees Feels Good Team Spirit Exist
In The Working Environment
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE
(%)
YES 35 70%
NO 10 20 %
NONE 5 10 %
TOTAL 50 100 %
70%
20%
10%
YES
NO
NONE
INTERPRETATION From the above graph we can say that
70% of the employees are Satisfied whereas 20%
employees are not satisfied & 10% employees did not
responded to the question.

9. Q3: Human Resources Information System Get Employees Any Chance To Be Involved In
Decision-making
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE
(%)
YES 40 80%
NO 5 10 %
NONE 5 10 %
TOTAL 50 100 % 80%
10%
10%
YES
NO
NONE
INTERPRETATION
From the above graph we can say that 80% of the employees
satisfied Whereas 10% employees are not satisfied & 10%
employees did not respond to this question

10. Q4. Satisfied Level Of Employees In Overall Allowances
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE (%)
SATISFIED 45 90 %
DIS- SATISFIED 3 %
HIGHLY
SATISFIED
2 4%
TOTAL 50 100 %
90%
6%
4%
AGREE
DIS-AGREE
CAN"T SAY
INTERPRETATION
From the above graph we can say that 90% of the employees
Are satisfied with overall allowances. Whereas % of the
employees dis-satisfied to this, & 4% of employees did not
respond to the que

11. Q.5 Are You Satisfied With The Safety Measures Of The Employees At The Workplace?
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE (%)
SATISFIED 4 92 %
DIS- SATISFIED 2 4%
HIGHLY
SATISFIED
2 4%
TOTAL 50 100 %
92%
4%
4%
SATISFIED
DIS-
SATISFIED
HIGHLY
SATISFIED
INTERPRETATION:-
From the above graph we can say that 92% employees are
satisfied with the safety measures in the factory. Whereas 4%
employees are dis-satisfied with it, & 4% employees did not
respond to the question

12. Q. Does Your Organization Support You For Continuing Your Education & Personnel Growth?
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE (%)
SATISFIED 40 80 %
DIS- SATISFIED 5 10%
NONE 5 10%
TOTAL 50 100 %
80%
10%
10%
SATISFIED
DIS- SATISFIED
NONE
INTERPRETATION:-
From the above graph we can say that 80% employees say YES
that company supports them for their education and personnel
growth. Whereas 10% employees say NO to this, & 10%
employees did not respond to this question

13. Q7. Do You Feel That The Working Conditions In The Company Are Comfortable?
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE (%)
YES 35 70%
NO 10 20 %
NONE 5 10 %
TOTAL 50 100 %
70%
20%
10%
YES
NO
NONE
INTERPRETATION:-
From the above graph we can say that 70% of the employees
are comfortable with the working condition of the company,
whereas 20% employees are not & 10% employees did not
responded to the question

14. 8 . W h e t h e r e m p l o y e e s t o g e t p r o p e r p r o m o t i o n a n d
g r o w t h O p p o r t u n i t i e s
LABLE NAME NO. OF
EMPLOYEES
PERCENTAGE (%)
YES 35 70%
NO 10 20 %
NONE 5 10 %
TOTAL 50 100 %
70%
20%
10%
RESPONSES
YES
NO
NONE
INTERPRETATION From the above graph we can say that 70% of the employees are
Satisfied whereas 20% employees are not satisfied & 10% employees did not responded
to the question

15. F I N D I N G S
1.80% of the respondents​consider both the internal the Sources of
Recruitment
2.70% of the employees are Satisfied In The Working Environment
3.80% of the employees are Satisfied Involved In Decision-making
4.90% of the employees are Satisfied with overall allowances.
5.70% of the employees are Satisfied proper promotion and growth
Opportunities
.92% of the employees are Satisfied with the safety measures in the factory

16. C O N C L U S I O N
The study helped the researcher to know about the factors that contribute to
Human Resource Information Systems (HRIS) represent powerful tools for modern organizations to
streamline HR processes, improve data management, and enhance decision-making. By centralizing
employee information, automating routine tasks, and providing valuable insights through analytics,
HRIS contribute to operational efficiency, compliance management, and strategic HR initiatives.
However, it's essential to recognize that HRIS implementations come with their set of challenges,
including initial costs, data security concerns, integration complexities, and user adoption issues.
Addressing these challenges requires careful planning, effective change management, and ongoing
support from both HR and IT teams.

17. L I M I TAT I O N S
1. The researcher was not able to focus on qualification factors, which influencesthe financial
position of the organization.
2 Since the finance section in the organization being sensitive, analysis is basedon the assumed
data
3. The period of study was too short. So it was not possible to collect the relevant information with
in that period
4. The research was carried out in a short span of time, where in the research could not widen the
study

18. SUGGESTION
 Nearly half of the employees are not satisfied with theirthe human resources information system
which calls for an immediate redesigning of the salary structure or hikes.
 The salary administration policy should also be taken proper care. The management should not
consider the salary as the sole factor for getting thehuman resources information system maximum
output from the employees.
 Apart from importance should also be given to the other issues like autonomy, authority, work
environment, motivation etc.
 The organization should also conduct salary surveys regularly in order to have up to date
information of the salaries in the market and should in par with the market so that the employees do
not get disappointed or intend to switch to other companies.
 The employees should be clearly communicated and encouraged to participate in the human
resources information system
 The information system and the salary administration should be revised regularly in order to keep
the information system effective