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Human resource information system

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Human resource information system

  1. 1. HUMAN RESOURCE INFORMATION SYSTEM
  2. 2. CONTENTS • Definition of HRIS • Objectives • Attributes • HRIS containing Information about • HRIS Model • HRIS supports • Subsystems of HRIS • Implementing HRIS • Applications of HRIS • Management Information System • Importance and Benefits of HRIS • Limitations of HRIS • Barriers to the success of HRIS
  3. 3. DEFINITION OF HRIS • It is a systematic way of storing data & information for each individual employee to aid planning, decision making & submitting of returns and reports to the external agencies. • A method by which an organization collects, analyses & reports the information about people and job.
  4. 4. ObjECTIvES OF HRIS • 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. 5. ATTRIbUTES OF HRIS • A part of the organization's larger management information system • An integration of HRM and Information Systems • Helps HR managers to perform the functions in an effective and systematic way • The system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding human resources • To make decisions H.R. and line managers require accurate human resource information
  6. 6. HRIS CONTAINS INFORMATION AbOUT: ========================= •Jobs •Positions •People
  7. 7. HRIS model
  8. 8. 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 decisionmaking • Allow organisation to assess effectiveness of HR policies, programmes and decisions
  9. 9. HumAn ReSouRCeS InFoRmAtIon SYStem SYSTEM DESCRIPTION TRAINING & DEVELOPMENT TRACK TRAINING, SKILLS, APPRAISALS CAREER PATHING DESIGN EMPLOYEE CAREER PATHS COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS HUMAN RESOURCES PLANNING PLANLONG-TERM LABOR FORCE NEEDS
  10. 10. SubSYStemS oF HRIS Recruitment information Payroll Information Appraisal Information
  11. 11. StepS oF SettIng up An HRIS Planning Analysis Design Implementation Maintenance 11
  12. 12. StepS In plAnnIng • Inception of idea • Feasibility study • Selecting a project team StepS In AnAlYSIS •Defining the Requirement •Vendor Analysis •Contract negotiations
  13. 13. StepS in DeSigning • Examines the flow of Information • Identification of gaps and outlines StepS in implementing • Training • Implementing • Tailoring the system • Collecting data • Testing the system • Starting up • Running in parallel
  14. 14. StepS in maintenance • Maintaining of HRIS • Auditing
  15. 15. applicationS of HRiS Personnel administration Salary administration Leave/absence recording Skill inventory Medical History Accident monitoring Performance appraisal Training and development Human resource planning Recruitment
  16. 16. impoRtance 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
  17. 17. 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
  18. 18. contD…. • Fast response to answer queries • Improved quality of reports • Better work culture • Establishing of streamlined and systematic procedures • More transparency in the system
  19. 19. 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
  20. 20. BaRRieRs to tHe success of HRis  Lack of management commitment  Satisfaction with the status quo  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
  21. 21. RefeRences Books Rao, V.S.P., (2006), Human Resource Management, 2nd edition, Excel Books, N. Delhi inteRnet http://www.hrtotal.com/hris.asp http://management.about.com/cs/peoplemanagement/g/HRIS.htm
  22. 22. tHank You

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