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HUMAN RESOURCE INFORMATI ON edit Master subtitle Click to SYSTEM
style
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INTRODUCTION
computer based application
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DEFINITION
A human resource information system (HRIS) is software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information.
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WHY HRIS???
To To To To
offer an adequate, comprehensive & ongoing information about people & jobs. supply up to date information at a reasonable cost offer data security & personal privacy send the forms, reports and notifications to the appropriate departments with no human intervention
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Attributes of HRIS
An integration of HRM and Information Systems Helps HR managers to perform the functions in an effective and systematic way The system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding human resources Usually a part of the organization's larger management information system
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Steps in implementing HRIS
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HRIS functions
Integrating Increased Increased
the Technologies of HR
efficiency effectiveness Processes
IT-Enabled
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USES OF HRIS
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Users of HRIS
People HR
who interact with the HRIS are segmented into three groups: professionals, in functional areas
Managers
Employees
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Subsystems of HRIS
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PAYROLL
The
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. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial
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WORK TIME
The
work time module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions.
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ADMINISTRATION
The
benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement.
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HR MANAGEMENT
The
HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position
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RECRUITING
Online
recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent Management systems typically encompass: personnel usage within an organization; potential applicants; through company-facing
analyzing
identifying recruiting
listings;
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TRAINING
The
training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a Learning Management System if a stand alone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. Courses can then be offered in date specific sessions, with
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EMPLOYEE SELF SERVICE
The
Employee Self-Service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department.
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Importance of HRIS
Large amount of data and information to be processed. Project based work environment. Employee empowerment. Increase of knowledge workers & associated information. Learning organization
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Accessing the HRIS
Intranet
An organizational (internal) network that operates over the Internet.
Extranet
An
Internet-linked network that allows employees access to information provided by external entities.
Web-based
Bulletin Data
HRIS Uses
boards
access
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BENEFITS OF HRIS
Higher
speed of retrieval and processing
of data
Reduction Ease
in duplication of efforts leading to reduced cost in classifying and reclassifying data analysis leading to more effective decision making accuracy of information/report generated
Better
Higher
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Fast
response to answer queries quality of reports work culture
Improved Better
Establishing More
of streamlined and systematic procedures transparency in the system
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Limitations of HRIS
It It
may be expensive in terms of finance and manpower may be inconvenient for computer illiterates or people with mere knowledge of computer can not substitute human
Computers
Barriers to the success of HRIS
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Lack of management commitment Satisfaction with the status quo 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
CONCLUSION
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HRIS is an effective and efficient catalyst for integrating human resource management and Information Technology. The composition of HRIS includes input, maintenance, and output. HRIS enable effectiveness and efficiency, and ensure competitiveness among firms. However, along with the benefits are the costs involved in implementing and maintaining these systems. For example, hardware and software cost, time and other related costs. There are many software solution offers; the choice is however dependent on the decision of the user. Consequently, information validity, reliability and utility constitute a comprehensive HRIS, and should always be the pivot for every HRIS implementation.