Human Resource Information System-ppt

8/3/2019 Human Resource Information System-ppt

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HUMAN RESOURCEINFORMATION SYSTEMGROUP NO: 6SARIKA P (46)SHAHANA P T(52 )SHAFNA JASMIN A(50 )


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WHAT IS HRIS? Human Resource Information Systems (HRIS) include systems

and processes which combine the functions of Human Resource

Management (HRM) and the tools of information technology

HRIS is a collection of components which work together to

gather, process and store information that the HR department can

use to make decisions, to coordinate and to plan its activities

HRIS helps organizations to carry out their Human Resource

(HR) administrative functions in an effective manner and reduces

the manual work to be done by the HR personnel.


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HRIS comprises of the following modules Payroll: This module of HRIS keeps track of the pay grades and

positions of the employees. Pay raise details are also recorded.

HR Management: It records employee details like addresses,training programmers undergone, skills, position and so on. The

functions addressed by this module are recruitment, placement,

evaluation and career development of the employees.

Training: This module administers and tracks employee training anddevelopment programmes. Records of employee education,

qualification, and skills are maintained. It also outlines the training

courses and training materials.


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Cont

Performance Appraisal: Evaluates the job performance of employees interms of quality, time and cost. It gives feedback to employees on

performances and identifies employee training needs.

Work Time: This helps to track the work done by the employees. Alsomerges the functions of work management and time management.

Employee Self-Service: This module permits employees to update theirpersonal details, query HR databases and perform HR transactions.

Employees can apply for leave and view their leave details. Employeescan change their bank account details and view their pay-slips, can

manage their inboxes, personal calendars and service requests and are

able to view their work schedules.


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Examples of HRISSage Abra HRIS: It has modules for benefits enrollment, benefitsmessenger, recruitment, employee self-service, payroll, HR features and

training features

Oracle HRMS: Oracle Human Resources supports applicationprocessing, employee profiling, career development, and management ofcompensation and benefit plans

SAP HR: This includes personnel administration, recruitment, training,time management, payroll, compensation management, budget

management, travel management and personnel development.

Kronos: This web-based HRIS offers various solutions for time andattendance, scheduling, absence management, labour analysis, hiring, HR

and payroll.


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IMPORTANCE OF HRIS

Time and Labour Management

Employee Benefits

Payroll

HR Management


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FEATURES OF HRIS

Job and Pay History

Ability to Import and Export Data Ad-Hoc Report Writing

Automated Reminders and Alerts

User-Defined Fields


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Cont

Attendance and Leave Tracking

Benefits Administration

Performance Management

Security

Document Library


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COMMON APPLICATIONS OFHRIS An HRIS is an integrated approach to acquiring,

storing, analyzing and controlling the flow ofinformation throughout an organization.A well-developed HRIS is useful in many HRapplications and can enhance the efficiency and

time-of-response of many HR activities. Some ofthe common applications of HRIS are as follows: Planning: The HR activities implemented by

this application are personnel and successionplanning, labour relation planning, target analysis

and organisational charting. Staffing and Employment: This application

handles recruitment activities. It ensurescompliance with employment equity.


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Con..

Training and Career Development:This application deals with analyzingtraining needs, training administration,and career planning.

Performance Management: Thisapplication deals with performanceappraisals, and monitoring time and

attendance of employees. Compensation and Benefits: This

application deals with employeecompensation and benefits

administration.


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USERS OF HRIS FUNCTION

HRIS meet the needs of a number oforganizational stakeholders. Typically,the people in the firm who interact with

the HRIS are segmented into threegroups:

(1) HR professionals, (2) managers in

functional areas (production,marketing, engineering etc.)and (3)employees.


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HRIS FUNCTIONS

Functional HRIS must create aninformation system that enables anassimilation of

policies and procedures used tomanage the firms human capital aswell as the procedurenecessary tooperate the computer hardware and

software applications Some of the HRIS Functions are

following:-


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1.Integrating the technologies ofHR

Is a fact, that developments inInformation Technology havedramatically affected traditional HR

functions with nearly every HRfunction (example, compensation,staffing, and training) experiencing

some sort of reengineering of itsprocesses.


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2. Increased efficiency

Rapid computing technology has allowedmore transactions to occur with fewer fixedresources.

Typical examples are payroll, flexiblebenefits administration, and health benefitsprocessing.

Though technologies of early mainframes

provided significant efficiencies in theseareas, the difference is that the recordprocessing efficiencies that were once onlyavailable to large firms are now readily

available to any organization size.


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3. Increased effectiveness.

Most often, as with processes, computertechnology is designed to improveeffectiveness either by in terms of the

accuracy of information or by using thetechnology to simplify the process.

This is especially the case where large datasets require reconciliation.

However, onerous manual reconciliationprocesses may be executed faster, but alsowith near perfect accuracy using automatedsystems. For instance, pension and profit

sharing


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4. It enabled processes.

While many of the application areasgains are through increased

effectiveness and efficiency overmanual processing, some are onlypossible using contemporarytechnologies.

Most notably, computer-based (web-based) training is a growing area ofHR practice that was not available

until computer software was created.


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Thank you

Human Resource Information System-ppt

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