HRIS which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically.

1. Human Resources Information System

2. A cross between Human Resource Management and Information
Technology, Human Resource Information System is software solution
to perform the HR functions of an organization.
The goal of the HRIS is to maximize capacity, accuracy and
reliability by merging different parts of human resource management
such as payroll, benefits management, employee engagement and
training, streamlining the processes and transforming it into a less
capital intensive system.
Definition of HRIS

3.  HR data model and HR data privacy policy
 Digitized and paperless processes
 Instant access to HR data and HR in the Cloud
It describes HR data, how they are structured, where data are
stored and which system acts as the master system providing data to
other systems in Human Resources and the organization. This
document makes lives of HR and IT employees simpler because they
know how data flow in HR and the organization.
OBJECTIVE OF HRIS

4. Digitized HR processes eliminate errors and allow HR employees
to spend more time with employees.
The HR Technology stores all relevant documents, tracks
processes, measures the performance and send automatic reminders to all
participants.
Accuracy of information& analyses data and reports for internal
and external use.
HRIS can reduce the amount of paperwork and manual record
keeping & quick analysis of HR issues.
ATTRIBUTES

5. HRIS MODEL

6. HRIS SUB SYSTEM
HRIS
ADMINSTRATION
INFORMATION
MANPOWER
PLANNING
INFORMATION
PERSONAL
RESEARCH
INFORMATION
APPRAISAL
INFORMATION
PAYROLL
INFORMATION
TRAINING
INFORMATION
RECRUITMENT
INFORMATION

7. STEPS OF SETTING UP AN
HRIS
PLANNING
ANALYSIS
DESIGN
IMPLEMENTATION
MAINTENANCE

8. 1. Reduction in the cost of stored data in human resource.
2. Higher speed of retrieval and processing of data.
3. Reduction in duplication of efforts leading to reduction in cost.
4. Availability of accurate and timely data about human resources.
5. Better analysis leading to more effective decision making.
6. More meaningful career planning and counselling at all levels.
7. Improved quality of reports.
8. Better ability to respond to environmental changes.
9. More transparency in the system.
ADVANTAGES

9. The main purpose of maintaining HRIS system is to gather, classify,
process, record and disseminates the information required for efficient
and effective management of human resources in the organisation.
USES OF HRIS
Personnel Administration:
It encompasses personal information of an employee. These may
include name, address, date of birth, marital status, and the date of
joining the organisation. It also contains the name and address of next
kin of the employee concern. These information describe the employee.

10. Salary Administration:
One of the functions of HRIS is to provide a report containing information like
present salary, benefits, last pay increase and proposed increase in future.
Leave/Absence Increase:
HRIS is also used to control leave of employees. This is done by maintaining a
leave history of each employee. Every employee can be issued an identity card
writing every employee’s token number coded on it. Employee’s entry and exit
from the organisation should be recorded on the identity card. This reduces
chances for malpractice or oversight in calculating wages for each employee.

11. Skill Inventory:
Recording employee skills and monitoring a skill data base is yet another use of
the HRIS. Such a skill record helps identify employees with the necessary skill for
certain positions or jobs in an organisation.
Medical History:
The HRIS is also used to maintain occupational health data required for industrial
safety purposes, accident monitoring, and so on.
Performance Appraisal:
In order to form a comprehensive overview about an employee, HRIS maintains
performance appraisal data such as the due date of the appraisal, potential for
promotion, scores of each performance criteria and alike. The textual information
can be combined with the factual data obtained from the HRIS and the
combination of information can be used for imparting training and affecting
employee mobility in the form of transfer and promotion.

12. Manpower Planning:
HRIS is used for manpower planning also. It keeps information of
organisational requirements in terms of positions. HRIS connects employees to
the required positions in the organisation. It is also used to identify vacancies
and establish employees thereon. HRIS can also help identify a logical
progression path and the steps to be taken for employee progress/
advancement.
Recruitment:
Recruitment forms the most essential function of HRM. HRIS helps in the
recruitment process in a big way by recording the details of activities involved
in employee recruitment. These may include cost and method of recruitment
and time taken to fill the positions level wise.

13. prepaired by
Pyaimohan Mohapatra