The document discusses the objectives, benefits, importance, and users of an HR information system (HRIS). The key objectives of an HRIS are to provide accurate, relevant, and timely internal information about human resources and their functioning, as well as external environmental information. An HRIS saves organizations money, improves recruiting and staffing efficiency, and allows for faster hiring decisions compared to a manual system. HRIS users include HR professionals, managers, and employees.

2. The basic objective of HR information system are :
1) To provide accurate information about human resource
and their functioning and relevant environmental factors.
2) To provide relevant information .
3) and To provide timely information.
 Every organization requires information from its environment known
as external information and
 it also needs information about its human resource and their
functioning , known as internal information.

3. HRIS Benefits Realized
(versus Manual System)
• Save $$$
• More efficient recruiting
• Better coordination of staffing resources
• Faster, more consistent screening of applicants
• Quicker, higher quality hiring decisions

4. What Are the Benefits of a HRIS?
• By using a HRIS, you can get your HR staffers
out of the business of administrative record-
keeping.
• HR can participate more meaningfully in
planning and leadership.

5. • The HRIS that most effectively serves companies tracks:
• attendance and PTO use,
• pay raises and history,
• pay grades and positions held,
• performance development plans,
• training received,
• disciplinary action received,
• personal employee information, and occasionally,
• management and key employee succession plans,
• high potential employee identification, and
• applicant tracking, interviewing, and selection.

6. • Additionally,
• data necessary for employee management,
• knowledge development,
• career growth and development, and
• equal treatment is facilitated.
• Finally, managers can access the information
they need to legally, ethically, and effectively
support the success of their reporting
employees.

7. •IMPOPRTANCE
OF
HRIS

8. • Organizations must look for ways to manage
their internal processes efficiently while
preserving the integrity of each practice.
• In human resources, this involves many
transactions affecting people, including
the benefits they receive and
the ways they are treated by the organization.

9. • Tracking HR activities through a human
resources information system is efficient and
effective for many business organizations.
• For the owner, it's usually a matter of which
system is affordable and suited to the
organization's needs.

10. •USERS
OF
HRIS

11. • Any organization that needs to keep track of a
larger number of employees than they can
handle with paper records or spreadsheets,
may be in need of a human resource software
application.
• companies with greater than fifty active
employees, probably needs to at least start
looking into what is available within the HR
software market.

12. Users of hris
HRIS
MANAGERS
HR
PROFESSIONALS
EMPLOYEES

13. 1. Thus, for the HR professional there is an increasing
reliance on the HRIS to fulfil even the most
elementary job tasks.
2. As human capital plays a larger role in competitive
advantage, functional managers expect the HRIS to provide
functionality to meet the unit’s goals and objectives.

14. 3. Moreover, managers rely on the HRIS’s capabilities to
provide superior data collection and analysis,
especially for
 performance appraisal and
 performance management,
 team and project management, and
 management development.

15. 3. Additionally, it also includes
• skill testing,
• assessment and development,
• résumé processing,
• recruitment and retention,

16. 5. Finally, the individual employees become end users of many HRIS
applications.
6. The increased complexity of
 employee benefit options and
 the corresponding need to monitor and modify category
selections more frequently
 Web-based access and
 self-service options
enhanced the usability of many benefit options and
administration alternative for most employees.

17. •OBJECTIVES
OF
HRIS

18. • TO offer an adaquate, comprehensive and
on going information system about people
and job
• To supply up to date information at
reasonable cost
• To offer data security and personal privacy
• Data security is personal problem that can
be dealt with in several ways, including
passward and elaborate codes
• In the information age, personal privacy is
both an ethiacal and moral issue