6. Information System
An organized combination of people, hardware,
software, networks and data resources that collect,
transforms, and disseminates information in the
organization.
IS Perspectives
Operational activities
Management support
Networking and e-activities
7. Information System Types
Executive Support Systems (ESS)
Decision Support Systems (DSS)
Management Information Systems (MIS)
Knowledge Work Systems (KWS) (KMS)
Office Automation Systems (OAS)
Transaction Processing Systems (TPS)
8.
9. Management Information
System
MIS stands for Management Information System
A management information system (MIS) provides
information that organizations need to manage
themselves efficiently and effectively.
MIS mainly consists:
Hardware
Software
Data (information for decision making)
Procedures (design, development and documentation)
People (individuals, groups, or organizations)
10. Introduction
A Human Resource Information
System (HRIS), is a software
solution for small to mid-sized
businesses to help automate and
manage their Human resources,
payroll, management and
accounting activities.
11. Introduction
Human Resource Information System (HRIS) is a
database system that contains all relevant human
resource information and provides facilities for
maintaining and assessing the data.
A HRIS provides the capability to more effectively
plan, control and manage HR costs; achieve improved
efficiency and quality in HR decision making; and
improve employee and managerial productivity and
effectiveness.
12. HRIS In Organizations
An integration between human resource
management (HRM) and Information
Technology.
HRIS support planning, administration,
decision-making, and control.
HRIS increases administrative efficiency.
14. Why HRIS Is Needed?
Storing information and data for each individual
employee.
Providing a basis for planning, decision making,
controlling and other human resource functions.
Building organizational capabilities
Job design and organizational structure
Increasing size of workforce
Technological advances
Computerized information system
16. Components of HRIS
The Input function enters personnel information into
the HRIS
The maintenance function updates and adds new
data to the database after data have been entered into
the information system
It have to process the output, make the necessary
calculations, and then format the presentation in a
way that could be understood.
The bottom line of any comprehensive HRIS has to
be the information validity, reliability and utility first
and the automation of the process second.
20. Functions Of HRIS
Job analysis information
Job descriptions
Maintain records
Saves time
Ensure that women and minorities or not be
adversely affected
Track minority hiring, recruitment, and
advancement
Forecast supply and demand of labor from both the
internal and external labor markets
Useful for internal recruiting.
21. Functions Of HRIS
Can post job opening for employees to
access.
Can search for match between job
specifications and applicant qualification.
Applicant tracking system.
Administering and scoring ability tests.
Structured interviews...
22. Human Resource
Information System
A model of a
Human
Resource
Information
System
Input
subsyst
ems
Accounti
ng
informat
Internal ion
system
sources
Environ
mental
sources
22
HRs
research
subsyste
m
HRs
intellige
nce
subsyste
m
Data
HRIS
Data
base
Output
Work subsyst
force
planning ems
subsyste
Recruiti
m
ng
subsyste
Work
m
force
manage
ment
subsyste
Compen
m
sation
subsyste
Users
Benefits
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subsyste
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Environ
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subsyste
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28. Introduction
Telenor Pakistan is owned by the Telenor Group, which is a
Norwegian Telecommunication Company.
As of January 2012, Telenor Pakistan had a reported
subscriber base of 28.47 million, and a SIM market share of
24%. On October 2012, Telenor officially declared to have the
customer base of 30 million which make Telenor the 2nd
largest Mobile operator in Pakistan.
29. Telenor In Pakistan
Telenor acquired a license for providing GSM services in Pakistan in
April 2004, and launched its services commercially in Karachi, Islamabad
and Rawalpindi on 15 March 2005; it expanded its services to Lahore,
Faisalabad and Hyderabad on 23 March 2005. Telenor Pakistan’s
Corporate Headquarters are in Karachi, with regional offices in Peshawar,
Lahore, Faisalabad, Multan, Hyderabad and Islamabad.
The official opening of Telenor Pakistan was held in Islamabad with exPresident of Pakistan General Pervez Musharraf as guest of honor and a
Telenor delegation headed by President & CEO Telenor Group Jon
Fredrik Baksaas along with then CEO Telenor Pakistan Tore Johnsen.
30. Vision
Our vision is simple: We're here to help
The key to achieving this vision is a mindset where every one of
us works together: Making it easy to buy and use our services.
Delivering on our promises. Being respectful of differences.
Inspiring people to find new ways.
Our vision crystallizes our customer focus as the cornerstone of
everything we do. Our values describe what behaviors are
necessary to realize that vision. Our corporate responsibility
mindset ensures that our vision and values nurture social concern
and help us create shared value.
31. Goals
Create Value
Expanding Market Share
Strong Commitment with society
Creation of Profitability &market growth
Introduction of an Advance technology
Freedom of Choice
31
32. Values
• We're practical. We don't complicate things. Everything we produce
should be easy to understand and use. Because we never forget we're
MAKE IT
trying to make customers' lives easier.
EASY
KEEP
PROMISES
BE
INSPIRING
• Everything we set out to do should work, or if it doesn't, we're here to
help. We're about delivery, not over promising, actions not words.
• We are creative. We strive to bring energy to the things we do. Everything
we produce should look good, modern and fresh. We are passionate about
our business and customers.
• We acknowledge and respect local cultures. We do not impose one
formula worldwide. We want to be a part of local communities wherever
BE
RESPECT
we operate. We believe loyalty has to be earned.
FUL
33. Corporate Responsibility
Telenor Pakistan's aims to create dignified opportunities for
persons with disabilities. The purpose is to become the most
disabled-friendly organization in Pakistan in terms of
employment, service, and community support.
Telenor Pakistan has taken a number of environmental-friendly
initiatives. These include mainstreaming energy efficiency and
alternate energy solutions, and implementing occupational
health & safety practices that comply with international
standards.
With coverage reaching deep into many of the remotest areas of
Pakistan, Telenor Pakistan is, in some places, the only operator
connecting the previously unconnected.
39. HRIS @ Telenor
HRIS was introduced in Telenor in 2007
Own designed software Here 2 Help
In 2009, it upgraded its system to
Workday Software which is globally used
by Telenor group.
40. Need Of HRIS
Reduce paperwork
Reduce Manpower
Perform speedy tasks
Avoid duplication
Achieve accuracy
43. HRIS Supports In:
The strategic, tactical & operational use of the human
resource of an organization
Collect, store and process employee information
Provide reliable information for decision-making
Allow organization to assess effectiveness of HR
policies, programs and decisions
48. Strategic Human Resource
Information Systems
Help Top Level Managers Set Goals and Directions for
Organization
Gather and Manage Information From Within and Outside
Organization
Ensure Organization Has Right Kind and Numbers of
Employees at Right Place at Right Time to Achieve Its
Objectives
49. Job Analysis And Design
Information Systems
Help Develop and Maintain Job Descriptions
Help Develop and Maintain Job Specifications
Support Recruitment and Placement Systems
Support Performance Management Systems
50. Recruitment Information
Systems
Provide Qualified Applicants for Positions Identified by Position
Control System and Described by Job Analysis and Design
Information Systems
Support Development of Recruiting Plan
Receive Data From Position Control Systems
Receive Data From Applicant Selection and Placement Information
Systems
Receive Data From Performance Management Information
Systems
Recruitment sources-line managers
Prefers internal recruitment over external
52. Selection Information
Systems
Help Managers Screen, Evaluate, Select, and Place
Job Candidates
Provide Data to Government Reporting and
Compliance Information Systems
Focus on 3-E model
Online testing-interviews
Chooses talent
Talent perspective selection
53. Employee Training And
Development Systems
Receive Data From Position Control, Job Analysis and
Design Information Systems, Employee Information
Systems, and Performance Management Information
Systems
Maintain Data About Instructors, Courses, Employees
Receive Data From Recruiting Systems
Help Managers Improve the Quality and Quantity of
Employees
Help Managers Insure Quality Replacements
54. Position Control Systems
Track Positions
Identify Each Position and Its Job Title in an Organization
Identify the Employee in Each Position
Identify Unfilled Positions
55. Performance Management
Information Systems
Collect and Monitor Performance Appraisal Data
Collect and Monitor Job Productivity Data
Support Management Decisions for Promotion, Transfer,
Termination
Provide Data to Applicant Selection and Placement
Information System
57. Compensation And Benefits
Information Systems
Help Managers Track and Control Wage and Salary Plans
Help Managers Track and Control Benefit Plans
Provide Input to Performance Management Systems
Compensation includes Bonuses, Commission, Gratuity and
other incentives
Provides input to evaluate the performance appraisals
58. Government Reporting &
Compliance Information
Systems
Use Data From Position Control, Employee Relations,
Performance Appraisal, Applicant Tracking, Payroll and other
systems.
Produce Reports for Various Government Agencies
59. Human Resource
Information System
Evaluation
The Human
Education
and Termination Benefit
RecruitingHiring Training
Administr
Resources
ation
Function
facilitates the
flow of the
Retired
Potential
Employees
Personnel
employees
employees
Resources
The Firm
59
Data Management
62. Absence Management
An all-inclusive leave management & administration module
allowing extensive possibilities for defining leave types,
holiday schedules, leave entitlements and leave schedules.
Furthermore, with the web-enabled and self-service concepts,
this module significantly streamlines all leave related
procedures, eliminates paperwork and saves costs.
63. Time & Attendance
A system for planning, capturing and monitoring
employee attendance. This module is quite flexible and
can manage all phases of attendance from roster or shift
management through to scheduling and analyzing
attendance. It allows data capturing from any electronic
attendance tracking device across multiple locations.
64. Disciplinary Actions
Covers all disciplinary actions taken with regards to
employees - information about charges, internal inquiries
and warnings. This module also enables capturing court
case information against employees.
66. Report Navigator
Allows the preparation of management reports on a
periodic basis as per user requirements. The reports can be
generated in alphanumeric as well as graphical form. Apart
from obtaining predefined reports from all purchased
modules, you can use this module to view custom reports
that can be created using crystal reports and store them as
part of the system.
67. Risk Evaluation
Helps the organization to evaluate the risk probabilities and
their impacts on the profits of the organization. It also assists
in evaluating those risks and then the final decision is made
by the authorities on the basis of findings.
68. HRIS IN BUSINESS DECISION
MAKING
Decision Making
Ability to slice and dice information
available in the database to generate
decision specific information and
analyze information across multiple
dimensions, which will facilitate
efficient and effective decision
making.
Budget control
Applicant tracking and screening
Skills matching
performance appraisals
Feedback
Manpower planning
Succession planning
Skills monitoring
Training needs analysis
Global analysis
68
69. Career Portal
A portal that enables employees to access and manage their
employment related information. This module also facilitates
application/approval procedures. Lets employees carry out
self appraisals and checking one's own competencies from
any web - enabled PC with no need to visit the HR
department.
71. Benefits Of HRIS
Large amount of data and information to be processed.
Project based work environment.
Employee empowerment.
Increase of knowledge workers & associated information.
Learning organization
72. Benefits Of HRIS
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
73. Benefits Of HRIS
Fast response to answer queries
Improved quality of reports
Better work culture
Establishing of streamlined and systematic procedures
More transparency in the system
74. Limitations Of HRIS
It may be expensive in terms of finance and manpower
It may be inconvenient for computer illiterates or people with
mere knowledge of computer
Computers can not substitute human
75. Barriers To The Success Of
HRIS
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 )
