An HRIS is a system that acquires, stores, manipulates, analyzes, retrieves, and distributes information about an organization's human resources. It includes hardware, software, people, forms, policies, and data. There are three main types of HRIS: electronic data processing systems focused on operational data storage and processing; management information systems aimed at middle management with integrated and structured information flows; and decision support systems focused on flexibility for top executives. An HRIS can increase efficiency by allowing more transactions with fewer resources and increase effectiveness by improving the accuracy of information or simplifying processes.

1. H R I S
HUMAN RESOURCE
INFORMATION SYSTEM
Rohit Raina
613-MBA-2013

2. Introduction
 System used to acquire, store,
manipulate, analyse, retrieve, and
distribute information regarding an
organization’s human resources. An HRIS is
not simply computer hardware and
associated HR-related software. Although
an HRIS includes hardware and software,
it also includes people, forms, policies and
procedures, and data.

3. COMPONENTS
Input
Data
Maintenance Output

4. Success Factors For HRIS
 Senior Management Support
 Involvement of Stakeholders
 Risk Assessment
 Job Analysis
 Implementing Methodology
 Business process overview

5. Types of HRIS
 Electronic Data Processing (EDP)
 Management Information Systems (MIS),
and
 Decision Support Systems (DSS)

6. Electronic Data Processing
 Basic characteristics include:
• A focus on data, storage,
processing, and flows at the
operational level
• Efficient transaction processing
• Scheduled and optimised computer
runs
• Integrated files for related jobs
• Summary reports for management

7. Management Information
System
 An information focus, aimed at middle
managers
 Structured information flows
 Integration of EDP jobs by business
function (production MIS, marketing MIS)
 Inquiry and report generation (usually
with a data base)

8. Decision Support System
 Decision focused, aimed at top managers
and executive decision makers
 Emphasis on flexibility, adaptability, and
quick response
 User initiated and controlled
 Support for the personal decision-making
styles of individual managers

9. Functions Of HRIS
Integrating the
technologies to HR
Increased
Efficiency
Increased
Effectiveness

10. INTEGRATING THE
TECHNOLOGY WITH HR
 The developments in Information
Technology have dramatically affected
traditional HR functions with nearly every
HR function (example, compensation,
staffing, and training) experiencing some
sort of reengineering of its processes.
However, this process of change has
created significant challenges for HR
professionals resulting in the
transformation of traditional processes
into on-line processes.

11. INCREASED EFFICIENCY
 Rapid computing technology has allowed
more transactions to occur with fewer
fixed resources. Typical examples are
payroll, flexible benefits administration,
and health benefits processing.

12. INCREASED EFFECTIVENESS
 Most often, as with processes, computer
technology is designed to improve
effectiveness either by in terms of the
accuracy of information or by using the
technology to simplify the process. This is
especially the case where large data sets
require reconciliation.

13. Accessing The HRIS
Intranet
•An
Organizational
Network
Extranet
• Internet linked
network
between
Organizations
Web Based
• Bulletin Board
•Data Access

14. Warehousing
 An HRDM has to look at the volume of
information to be stored.
 The HRIS must factor the kind of
information and its volume required for
warehousing.

15. Applications Of HRIS
 HR Planning
 Personal administration.
 Salary administration.
 Leave/absence recording.
 Skill inventory.
 Medical history.
 Performance appraisal.
 Compensation and benefits
 Training and Development
 Analysis and Records
 Employee Relations

16. Limitations
 It can be expensive.
 It can be inconvenient to those who are
uncomfortable with computers.
 User managers does not get exactly the
reports what they want.
 Computers cannot substitute human
being.

17. SUMMARY
 HRIS is an effective and efficient catalyst
for integrating human resource
management and Information
Technology. This was common with all the
various definitions of HRIS. HRIS as a system
support HR functional applications such as
employee selection and placement,
payroll, pension and benefits
management, intake and training
projections just to mention but a few.

18. Thank You.