HRIS- HUMAN RESOURCE INFORMATION SYSTEM

1. Contents
 Human Resource Planning & Technology
 Introduction to Human Resource Information
System
 Role of Technology in Human Resource
Planning

2. Human Resource Planning
&
Technology

3. Information Technology (IT)
--- all of the hardware and software,
including networking and
communication technologies. IT can
help project correct demand and
supply levels based on realistic
scenarios.

4. 5 applications that receive the
highest IT support:
1. storing important data (wages, vacation, and
sick time)
2. transferring employee data between HR and
outside payroll systems
3. generating organizational charts
4. posting job openings within the organization
5. tracking labor costs

5. 5 applications that receive the
lowest IT support:
1. providing employees with self assessment and
career development guidance
2. providing employees with ergonomics assessment
assistance
3. measuring the needs and results of diversity
initiatives
4. letting employees make their own benefits records
5. online service delivery of employee assistance
programs

6. Information Typically Contained in
a HRIS in a large Organization

7. Human Resources
Information System

8. The Evolution of the HRIS
 First, paper files were located in the Personnel
department.
 Then, punched card and magnetic media files were
located in IS.
 Government legislation in the 1960s and 70s
eventually called management's attention to the
importance of HR data.
 In the late 1970's the concept of an HRIS was born.

9. HRIS - Introduction
 Human Resource Information System (HRIS) is a
systematic way of storing data and information for
each individual employee to aid planning, decision
making, and submitting of returns and reports to the
external agencies.
 It merges HRM as a discipline and in particular its
basic HR activities and processes with the
information technology field.
 It can be used to maintain details such as employee
profiles, absence reports, salary admin. and various
kinds of reports.

10. HRIS Track
Personal
Records
Recruitment &
Selection
Employment
Equity
Salary
Administration
Trng. & Dev. Compensation
Employee
Relations
BenefitsHR Planning
Pension
Administration
Medical
Records
Health & Safety
Job
People
Positions

11. Objectives Of HRIS
Effective Planning and Policy Formulation –
HRIS provides support for future planning and also for
policy formulations, both at micro and macro levels.
Monitoring And Evaluation :
HRIS facilitates monitoring of human resources
demand and supply imbalances and evaluation of the
policy n development and utilization of human
resource.

12. Contd..
 Providing Inputs to Strategic Decisions:
HRIS provides required inputs to enterprise
wide strategic decisions, like redundancy,
rightsizing. Also HRIS helps to
automate employee related information, cost
minimization and faster response to employee
related services.

13. HRIS model

14. HRIS-Stages Of Development
Nature and types of HRIS depend on the level and ease of
use.
Primary Level- The organization is interested in
automating processing of routine information. Its focus is on
data, storage, processing and information flows at operational
level of organization. In HRIS it is called Electronic Data
Processing (EDP) which facilitates data and files storage.

15. Contd..
Second Level- The focus is shifted from EDP
level to management information systems (MIS)
level with more inquiry and report generation
flexibility. This is intended for middle level
managers to control operation, matching budget
or projection. For eg. Overshooting of expenses
on overtime, its extent and magnitude.

16. Contd..
Third Level- The enterprise wide decision
support systems is one such HRIS type that
facilitates decisions at higher level in the
organization. At this stage HRIS is more
interactive and capable of developing decision
models on many strategic issues.

17. ADVANTAGES AND
DISADVANTAGES OF HRIS
In today's corporate world human resources has come to play a very
critical role in a business. Whether it concerns the hiring and firing of
employees or whether it concerns employee motivation, the Human
Resources department of any organization now enjoys a very central role
in not only formulating company policies, but also in streamlining the
business process.
One of the latest human resource technologies is the introduction of a
Human Resources Information System (HRIS); this integrated system is
designed to help provide information used in HR decision making such as
administration, payroll, recruiting, training, and performance analysis.

18. The basic advantage of a Human Resource Information
System (HRIS) is not only to computerize employee
records and databases but to maintain an up-to-date
account of the decisions that have been made or that
need to be made as part of a human resource
management plan.
 The four principal areas of HR that are
affected by the Human Resource
Information System (HRIS) include;
 PAYROLL
 TIME AND LABOUR MANAGEMENT
 EMPLOYES BENEFITS AND
 HR MANAGEMENT

19. Payroll
 The advantage of a Human Resource Information
System (HRIS) in payroll is that it automates the
entire payroll process by gathering and updating
employee payroll data on a regular basis. It also
gathers information such as employee attendance,
calculating various deductions and taxes on
salaries, generating automatic periodic paychecks
and handling employee tax reports. With updated
information this system makes the job of the
human resource department very easy and simple
as everything is available on a 24x7 basis, and all
the information is just a click away.

20. Time and Labor management
 In time and labor management a Human
Resource Information System (HRIS) is
advantageous because it lets human resource
personnel apply new technologies to effectively
gather and appraise employee time and work
information. It lets an employee's information
be easily tracked so that it can be assessed on
a more scientific level whether an employee is
performing to their full potential or not, and if
there are any improvements that can be made
to make an employee feel more secure.

21. Employees Benefits
 Employee benefits are very crucial
because they help to motivate an
employee to work harder. By using a
Human Resource Information System
(HRIS) in employee benefits, the human
resource department is able to keep
better track of which benefits are being
availed by which employee and how each
employee is profiting from the benefits
provided.

22. HR Management.
 A Human Resource Information System (HRIS)
also has advantages in HR management
because it curtails time and cost consuming
activities leading to a more efficient HR
department.
 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.

23. Disadvantages
Although the system is efficient, but sometimes we face
the problems like system slowdown or higher downtimes
and if there is some particular limitation in module than
work suffers, some HR people are not comfortable in using
system efficiently so time is to be given in training for the
system.
 It can be expensive in terms of finance and manpower.
 It can be threatening and inconvenient.
 Thorough understanding of what constitutes quality
information for the user.

Computer cannot substitute human beings.

24. HRIS –Products Contents And
Features
Some of HRIS products listed:-
1. CSS Horizontm
2. Elabour.comtm
3. Oracle
4. SAP@
5. Smart Stream@

25. HRIS - Vendors
 More than 25, world-wide.
 Automatic Data Processing Inc.
 SAP AG
 Restrac Web Hire
 Oracle/PeopleSoft
 Human Resource Microsystems
 Business Computer Systems
 Lawson Software

26. Contd..
There are many other vendors with standard
HRIS packages and each of them disseminate
The nature of information that could be made
available by their packages in different HR
areas.
Most of the HRIS vendors have defined their
product contents and features, which can be
downloaded from internet.

27. Conclusion
 A Human Resource Information System
(HRIS) refers to the systems and processes at
the intersection between human resource
management (HRM) and information
technology.
 The importance of the human resource
function and the human resources information
system is increasing day by day and it seems
to benefit in future.

28. Role of Technology in
Human Resource
Planning

29. Workforce Analytics
 Workforce analytics applications address the challenge of getting business
intelligence for strategic decision making.
 business intelligence: the applications and technologies for gathering, storing,
analyzing, and providing access to data to help users make better business
decisions.
Best applications provide:
 On-demand
 access to workforce performance
 dashboards that place information at the manager's fingertips
 enabling root cause analysis
 comparisons
 trending

30. Workforce Management and
Scheduling
 Workforce scheduling and optimization
software provides applications for deploying
employees most effectively.
 For example, the software application could
create schedules that take various things into
account, such as call volumes and meeting
times.

31. Skills Inventories
Skills inventories represent a valuable source of
information for assessing the internal supply of talent.
These applications would typically contain a personal
record or skills profile of each member of the workforce.
Included in the inventory are items such as employee
name, seniority, classification, part or fulltime work
status, work history and record of jobs held in the
organization, education, training, skill competencies,
areas of expertise, talents, history of performance
appraisals, and future jobs desired by or recommended for
the individual, as well as hobbies and interests that may
be useful for organizational planning.

32. Replacement Charts
Designates the process of finding replacement employees for
key managerial positions. Replacement charts include:
Employee performance appraisal data
Information about how ready possible successors are to fill
key managerial positions
Replacement planning software can allow managers to:
Track incumbents and candidates
Obtain specific information from resumes
Track historical pay
Track performance details

33. Succession Management
Is focused on preparing employees for future jobs
within the organization. The process is information
intensive as it requires information on:
Competencies
Talent pools
Development plans
Performance assessments from different sources
(including 360 degree feedback, allowing
employees to assess their own skills)
Development opportunities