Module2 human resource information system

HUMAN RESOURCE
INFORMATION SYSTEMS

Module2:HUMANRESOURCE
INFORMATIONSYSTEM(HRIS)
RobSharp
We now have the
technology to allow us to
reduce HR administration
and provide improve
levels of service to
internal customers. It is
our challenge to embrace
new technology and to
finally step out of our
personnel administrative
history to a place of
leadership

Information System
Data  “ Just facts” or raw data
Information- data that has been transformed into a more
useful or meaningful form
Information System- A system, whether automated or
manual, that comprises people, machines, and/or methods
organized to collect, process, transmit, and disseminate
data that represent user information.
4
Data Transformation
Process
Information
How does data become information?
Input Processing Output
What is Information Processing?

HRIS - Introduction
The application of computers to employee-related record
keeping and reporting, and management decision making
Any organized approach for obtaining relevant and timely
information as a base for human resource decisions
HRIs is a set of inter related components working together
to collect, process and store information to support HR
decision making, coordination and control in an
organization.
5

HRIS - Introduction
Human Resource Information System (HRIS) is a systematic way of
storing data and information for each individual employee to aid
planning, decision making, and submitting of returns and reports to
the external agencies.
It merges HRM as a discipline and in particular its basic HR
activities and processes with the information technology
field.
It can be used to maintain details such as employee
profiles, absence reports, salary admin. and various kinds
of reports.
The Human Resource Information System (HRIS) is a software or
online solution for the data entry, data tracking, and data information
needs of the Human Resources, payroll, management, and accounting
functions within a business.
6

Personal
Records
Recruitment &
Selection
Employment
Equity
Salary
Administration
Trng. & Dev. Compensation
Employee
Relations
BenefitsHR Planning
Pension
Administration
Medical
Records
Health & Safety
Job
People
Positions
8

HRIS include:

Storing
information
and data for
each individual
employee.
Providing a
basis for
planning,
decision
making,
controlling and
other human
resource
functions.
Meeting daily
transactional
requirement
such as
marking
absent and
present and
granting leave.
Supplying data
and
submitting
returns to
government
and other
statutory
agencies.
10

11

Purpose of HRIS:-

HRISgeneratestracking
reportsfor:
attendance &
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 succes
sion plans,
high potential
employee identif
ication, and
applicant
tracking,
interviewing,
and selection.

UsesofHumanResourceInformation
System(HRIS)

Budget is always the
number one issue
Ease of use is critical
Training those who will
be using the HRIS
Consider security and
privacy
Considerationswhendecidingtohave
anHRIS

Developing HRIS System
CONCIEVE & PLAN
ANALYSE
DESIGN
TEST
IMPLIMENT
MAINTAIN
HowtoDevelop
HumanResourceInformationSystem?

 Employee Satisfaction Up to 50%
 Worker Productivity 40-60%
 Learning Effectiveness Up to 40%
 Service Levels 20-30%
 EmployeeTurnover 20-70%
 Time to Ramp New Hires 50%
Sources: Giga 2003, Cedar 2002
17

Higher Speed of retrieval and processing of data.
Reduction in duplication of efforts leading to reduced cost.
Ease in classifying and reclassifying data.
Better analysis leading to more effective decision making.
Higher accuracy of information/report generated.
Fast response to answer queries.
Improved quality of reports.
Better work culture.
Establishing of streamlined and systematic procedure.
More transparency in the system.
Employee – Self Management.
18

1
• It can be
expensive
in terms of
finance and
manpower.
2
• It can be
threatening
and
inconvenient
.
3
• Thorough
understandi
ng of what
constitutes
quality
information
for the user.
4
• Computer
cannot
substitute
human
beings.
19

20
Why is HRIS sometimes fail?
• unclear goals/objectives
•System solves the wrong
problem
•Improper vendor/ product
selection
•Low use involvement
•Planning overlooks impact
on clerical procedures
•Lack of HR/ functional
expertise in designing
•Underestimate conversion
effort
• Management unrealistic
expectations
•Lack of overall plan for
record mngt
•Lack of flexibility and
adaptability
•Misinterpretation of HR
specifications
•PoorCommunication
between HRIS
•Inadequate testing.

Conclusion
By automating Human Resource
practices, HRIS saves time and
money, effectively reallocates
work processes and thus provides
competitive advantage and add
strategic value to the
organization
21
 When you start your company select a Human Resource
Information System and customize to meet your needs.

References
 Noe, Hollenback,Gerhart &Wright. Human Resource Management:
GainingCompetitive Advantage.McGraw Hill,2009
 Byars, Lloyd L. and Rue, LeslieW. Human Resource Management, 7th
Edition. McGraw Hill Education, Singapore, 2004.
 Fundamentals of HRM – S. P. Robbins
 Human Resource Management - Biswajeet Patnayak
 Management Information Systems: New Approaches to Organisation and
Technology – Upper Saddle River
 Integrated HR Systems – Linda Stroh
 PeopleSoft 8.8Application Fundamentals for HRMS PeopleBook
 Web References:
 www.sungard.com
 http://www.oracle.com/applications/human_resources/intro.html
22

Module2 human resource information system

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