Human Resource Information System
INTRODUCTIONPlanning and control of human resources need a sound information base The human resource managers have to take various decisions at various levels of its management hierarchy For taking these decisions information is needed Quality of the decisions will depend about the nature and type of information provided for taking the decisions therefore for the efficient working of hr department effective information system is very important
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MEANING OF HRISHRIS means the system of gathering,classifying,processing ,recording and disseminating the information required for efficient and effective management of human resources in an organisationIn simple words HRIS is a system designed to supply information to the human resource management,to help them in managing the people effectively and efficiently This system can be built around electronic computers in case of big organisationYour logo here
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systems and processes at the intersection between HRM and IT.
merged as an HRM discipline with IT field. electronic tools used to access HR-related
information and perform HR-related functions:› Training and Development› Labor Relations› Strategic HR› Global HR
HRIS: Definition (1/2)
helps HR managers perform HR functions in a more effective and systematic way using technology.
acquiring, storing, manipulating, analyzing, retrieving, and distributing pertinent information regarding an organization's human resources.
HRIS: Definition (2/2)
HR Professionals (such as HR rep, HR Manager, etc.)
Support staff Lower Level Employees Middle Level Employees Upper Level Employees Executives & Directors
HRIS: Users
Recruitment› Locate and attract applicants
Selection› Getting right people for right position
Training and Development› Training – for current jobs› Development – for future jobs
HR: Process
Performance Evaluation and Management› Evaluate employees work efficiency
Promotions/Performance Appraisal› Responsible for proper compensation of
the deserving employees
Employee Relations› Build camaraderie among colleagues
HR: Process
Record keeping of all personal data.› Keeper of all people related data such as
family members, previous company that an employee worked with, etc.
Compensation and Benefits› Responsible for giving appropriate benefits
and salaries to the employees in order to maintain or increase their efficiency level
HR: Process
Career development› Help the employees to develop their
respective career by implementing different training and development that the employee needed
HR: Process
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.
Online Recruiting: › used to garner potential candidates for
available positions within an organization.
HR: Modules
Time and Labour Management Module: › is designed to collate and analyze
employee timekeeping information for the purposes of organizational cost accounting.
Training Module/Learning Management System:› provides a system for organizations to
administer and track employee training and development efforts.
HR: Modules
HR Management Module: › records basic demographic data of
employee - training and development, skills, and qualifications of each employee. Advanced HR management modules can also automate the process of application for positions by capturing application data and entering it to a relevant database.
HR: Modules
Benefits Administration Module:› provides a system for organizations to
administer and track employee participation in benefits programs. These programs can range from programs such as health insurance and pension schemes, stock option plans, and profit sharing.
HR: Modules
HRIS: System Workflow
HRIS: System Workflow
Abra Suite ABS (Atlas Business Solutions) CORT: HRMS HRSOFT Human Resource MicroSystems ORACLE- HRMS PEOPLESOFT SAP HR SPECTRUM HR VANTAGE: HRA
HRIS: Softwares
DEMO(Staff Files HR software)
HRIS: Softwares
Faster information process, Greater information accuracy, Improved planning and program
development, and Enhanced employee communications
(Overman, 1992).
HRIS: Benefits
Lack of management commitment 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
HRIS: Challenges
ISPAGHETTY Reporters:
› Antonio, Riela› Dela Cruz, Angelia› Evangelista, Ellen› Felisco, Frida› Jumawan, Neferteri
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