Human Resource Information Systems: A Definition

• HRIS -- Systematic procedure for collecting, storing, maintaining, retrieving & validating date needed by the organization about its human resources.

HRIS Components

• Data collection:– Payroll & benefits– Performance appraisal– Training & development– Recruitment & selection– Employment & job data

• Report generation

Acquiring & Implementing HRIS

Needs Analysis

Design & DevelopmentImplementation &

Maintenance

Needs Analysis

• Determine departmental needs for data

• Determining needs for reports

• Analyze short and long term needs

• Determine system specifications

• Vendors bid or packages are considered

• Make decision on system

Design and Develop

• Decide on project plan and user groups

• Purchase system

• Modify and customize

• Develop procedures and guidelines

• Test system and user acceptance

• Convert data

• Train systems staff

Implement & Maintain

• Train HR users

• Make system available to HR

• Develop user documentation

• Conduct field analysis

• Test system and user acceptance

• Maintain & enhance

• Evaluate & modify

Using HRIS in HRM

• Strategic HRM

• Job analysis

• EEO reports

• Recruitment & selection

• HR development

• Performance appraisal

• Compensation& benefits

• Health & safety

• Labor relations

• The future

Ethical & Evaluation Issues

• Ethical issues– Disclosure– Privacy

• Evaluation issues– Efficiency– Equity

Backwards & Forwards

• Summing up. We review the components of HRIS and its uses in HRM from strategic HRM to reporting EEO data, linking compensation and performance appraisal and a look at expert systems. Finally, ethical considerations were considered.

• Looking ahead: Next time we take up the issue of job analysis, the foundation for much of the work in human resource management.