2. Data vs Information
Data - “Just the facts” >>raw facts
Information - data that has been transformed into a more
useful or meaningful form
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3. How does data become information?
Data Transformation Information
Process
4. What is an Information System?
Input
Processing Output
Feedback Loop
5. What is a “Human Resource
Information System”
The application of computers to employee-related record keeping
and reporting, and management decision making
any organized approach for obtaining relevant and timely
information as a base for human resource decisions
HRIS is a set of inter related components working together to
collect, process and store information to support HR decision
making, coordination and
control in an organization.
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6. History of HRIS
1950‟s - virtually non-existent
1960‟s - only a select few
1970‟s - greater need
1980‟s - HRIS a reality in many orgs
1990‟s - Numerous vendors, specialties
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7. Typical HRIS Record Keeping
Requirements
Employee information
Wage and salary data
Review dates
Benefits
Education and training
Attendance
Performance data/appraisal results
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8. Typical HRIS Reporting Reqs.
Employee profiles/lists
Summary reports on employee groups
Historical trends in work-related info
Person-position comparisons
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9. HRIS Tracks...
Medical Recruit/
Records Employ
EEO/AAP
Workers
Comp
Payroll
Health & People
Safety
Jobs Positions Benefits
HR
Planning
Emp.
T&D Relations
Comp. Pension
Admin
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10. Why are Carefully Developed Info
Systems Important to HR?
Better safety Increased Productivity
Better service More efficient
Competitive Advantage administration
Fewer Errors More opportunities
Greater Accuracy Reduced labor
requirements
Higher Quality Products
Reduced costs
Improved Health Care
Superior managerial
Improved Communication
decision making
Increased Efficiency
Superior control
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11. Developing an HRIS: System
Development Life Cycle (SDLC)
Planning
Analysis
Design
Implementation
Maintenance
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12. How HRIS helps HR????
HRIS can assist human resources in
numerous ways, but particularly in their day-
to-day duties by streamlining workflow
processes through control processes, system
interfaces and database validation.
HRIS has can help a company primarily
through the organisation of its people data,
with far more accurate demographics around
the business and cost allocations or cost
centres.
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13. HRIS will add value is by pushing the management of
employees back onto managers within the business
and away from HR thus allowing people to self
manage more importantly.
Two other areas HRIS can assist HR in include
gaining greater control of payroll processing at a
fraction of the cost of outsourcing, and ensuring
government and payroll tax compliance with
automatic updates that keep you up-to-date on the
latest regulations.
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14. HRIS: The Strategic value
Efficiency – cost & time
Effectiveness – orientation on the most valuable
asset of the organization – PEOPLE
=> Adding the strategic value to the
organization
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15. HRIS: the way to gain
competitive advantage
PEOPLE, most valuable asset – competitive
advantage
• HRIS – manages PEOPLE efficiently and
effectively
HRIS – gaining competitive advantage
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16. Why HRIS sometimes fail?????
Unclear goals/objectives Management- unrealistic
System solves the wrong expectations
problem Lack of overall plan for
Improper vendor/product record mgt.
selection Lack of flexibility and
Low user involvement adaptability
Planning overlooks impact on Misinterpret HR
clerical procedures specifications
Lack of HR/functional expertise Poor communication
in designing between HR/IS
Underestimate conversion effort Inadequate testing
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17. BENEFITS
• Saving time
• Saving costs
• Work re-allocation
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18. Saving time [efficiency]
Easy data maintenance
Administrative processes automated
Employee „self-service‟
Adequate information base that leads to timely and just
decision making
Responding faster to employee inquiries to enhance
efficiency and productivity
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19. Saving costs
Less time spent on tasks = less money
Minimum paperwork
Timely and accurate decision making includes
less cost
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20. Work re-allocation
Helping the employees perform better through effective
career planning and performance management
Integrating the human resource function with other business
functions in the enterprise, to serve personnel better
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21. HRIS – the latest and greatest
core HRIS functions is intranet HR self-service
online appraisals, career management, training
registrations and publishing people related company
information.
HRIS can also integrate with desktop applications
including e-mail, word document merges and
schedules via triggered actions within the HRIS
latest and greatest HRIS include time-clock systems,
OLAP(online analytical processing databases), real
time systems, web GUI’s and scanned data.
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22. HRIS pitfalls
HRIS is lack of buy-in from important parties
Another common issue is that HR and payroll
go forward and purchase software that’s not
compatible with the mainstream organisation
or is not compatible with a broader IT strategy
Reduction in HR’s involvement in the
everyday processing of paper flow.
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23. HRIS: Key message
“By automating Human Resource practices,HRIS
saves time and money, effectively reallocates
work processes and thus provides competitive
advantage and adds strategic value to the
organization.”
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