Human Resource Information System

INTRODUCTIONPlanning and control of human resources need a sound information base The human resource managers have to take various decisions at various levels of its management hierarchy For taking these decisions information is needed Quality of the decisions will depend about the nature and type of information provided for taking the decisions therefore for the efficient working of hr department effective information system is very important

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MEANING OF HRISHRIS means the system of gathering,classifying,processing ,recording and disseminating the information required for efficient and effective management of human resources in an organisationIn simple words HRIS is a system designed to supply information to the human resource management,to help them in managing the people effectively and efficiently This system can be built around electronic computers in case of big organisationYour logo here

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systems and processes at the intersection between HRM and IT.

merged as an HRM discipline with IT field. electronic tools used to access HR-related

information and perform HR-related functions:› Training and Development› Labor Relations› Strategic HR› Global HR

HRIS: Definition (1/2)

helps HR managers perform HR functions in a more effective and systematic way using technology.

acquiring, storing, manipulating, analyzing, retrieving, and distributing pertinent information regarding an organization's human resources.

HRIS: Definition (2/2)

HR Professionals (such as HR rep, HR Manager, etc.)

Support staff Lower Level Employees Middle Level Employees Upper Level Employees Executives & Directors

HRIS: Users

Recruitment› Locate and attract applicants

Selection› Getting right people for right position

Training and Development› Training – for current jobs› Development – for future jobs

HR: Process

Performance Evaluation and Management› Evaluate employees work efficiency

Promotions/Performance Appraisal› Responsible for proper compensation of

the deserving employees

Employee Relations› Build camaraderie among colleagues

HR: Process

Record keeping of all personal data.› Keeper of all people related data such as

family members, previous company that an employee worked with, etc.

Compensation and Benefits› Responsible for giving appropriate benefits

and salaries to the employees in order to maintain or increase their efficiency level

HR: Process

Career development› Help the employees to develop their

respective career by implementing different training and development that the employee needed

HR: Process

Payroll Module: › automates the pay process by gathering

data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports.

Online Recruiting: › used to garner potential candidates for

available positions within an organization.

HR: Modules

Time and Labour Management Module: ›  is designed to collate and analyze

employee timekeeping information for the purposes of organizational cost accounting.

Training Module/Learning Management System:› provides a system for organizations to

administer and track employee training and development efforts.

HR: Modules

HR Management Module:  › records basic demographic data of

employee - training and development, skills, and qualifications of each employee. Advanced HR management modules can also automate the process of application for positions by capturing application data and entering it to a relevant database.

HR: Modules

Benefits Administration Module:› provides a system for organizations to

administer and track employee participation in benefits programs. These programs can range from programs such as health insurance and pension schemes, stock option plans, and profit sharing.

HR: Modules

HRIS: System Workflow

HRIS: System Workflow

Abra Suite ABS (Atlas Business Solutions) CORT: HRMS HRSOFT Human Resource MicroSystems ORACLE- HRMS PEOPLESOFT SAP HR SPECTRUM HR VANTAGE: HRA

HRIS: Softwares

DEMO(Staff Files HR software)

HRIS: Softwares

Faster information process, Greater information accuracy, Improved planning and program

development, and Enhanced employee communications

(Overman, 1992).

HRIS: Benefits

Lack of management commitment 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

HRIS: Challenges

ISPAGHETTY Reporters:

› Antonio, Riela› Dela Cruz, Angelia› Evangelista, Ellen› Felisco, Frida› Jumawan, Neferteri

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