HUMAN RESOURCE INFORMATIONSYSTEMS 2.

. The Human Resource Information SystemDefinition:- (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Work Time Payroll3. HRIS include: Recruiting HR management Information systemBenefits Administration Employee Performance RecordTraining/Learning Management System Self-Service 4. HRIS systems include the employee name and contact information and all or some of the following: department, job title, grade, salary, salary history, position history, supervisor, training completed, special qualifications, ethnicity, date of birth, disabilities, veterans status, visa status, benefits selected, 5. Purpose of HRIS:- Reporting and analysis ofManagement of all employee information. Company-related documents such as employeeemployee information. handbook, emergency evacuation procedures, and safety guidelines. Benefits administration including enrollment status changes, and Complete integration with payroll andpersonal information updating. other Applicantcompany financial software and accounting systems. tracking and resume management. 6. HRIS generates tracking reports for: attendance and PTO use, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally, management and key employee succession plans, high potential employee identification, and applicant tracking, interviewing, and selection. 8. considerations when Ease of Budget is always the number one issuedeciding to have an HRIS Consider Training those who will be using the HRISuse is critical security and privacy 9. Therefore an effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. 10. When you start your company select a Human Resource Information System and customize to meet your needs.

 HRP is the process of forecasting a firmsfuture demand for, and supply of, the right type of people in the right number.By K Aswathappa 2. The composite of databases , computer applications, and hardware and software that are used to collect/record, store manage,deliver, present and manipulate data for human resource. By- Broderick and Boudreau 3. HRIS is the system to acquire , store, manipulate , analyze , interpret and disseminate relevant information on human resource. BY-DIPAK KUMAR BHATTCHARYYA PROVIDING INPUTSTO STRATEGICDECISION MONITORING EVALUATION EFFECTIVE PLANNING AND POLICYFORMULATION AND

5. Other routine objectives of HRIS are to automate employee related information ,costminimization, faster response to employee related services, faster related decision(like, promotion, transfer, payroll administration, compensation planning,manpower planning ,etc.) DECISION SUPPORT SYSTEM ( DSS ) MANAGEMENT INFORMATION SYSTEM( MIS) ELECTRONIC DATA PROCESSING ( EDP )6. 7. At the primary level , an organization may be interested in automating processing ofroutine information. it is an exercise of automating routine paperwork at the operational level. 8. In this phase focus is shifted from EDP level to MIS level with more enquiry and reportgeneration flexibility.This is intended for middle level manager to control the operation, matching budget or projection. 9. DECISION SUPPORT SYSTEM (DSS)facilitates decisions at the higher level in the organization.At this stage HRIS is more interactive and capable of developing decision models on many strategic issues. 10. It is important to mention that all these types of HRIS are equally important for an organization.Without EDP, i.e. , the basic data storage of employees information and payrolls, MIS can not be developed. Because at MIS stage , middle level managers , duly retrieving information, try to enforce control at the operational level. Similarly, without EDP and MIS, DSS can not develop decision models, examining decision alternatives, as at the corporate level, inputs from EDP and MIS reinforce DSS with enhanced interactivity. VIP manager SAP@ People soft Oracle Elaborur.com Css horizon TM Proact 12. Job/person specification Short listing Applicant/vacancy details Internal job posting Cost analysis Standard reportsSkills matching Internet job postingInterview scheduling External faculty database In-house faculty database Cost analysis Evaluation Course scheduling Course specification13.

 14. Integration Accurate attendance roll Automatic exception reporting Working Reports on unplanned absence and late arrivalswith payroll Overtime hours calculationhours regulation 15. HRIS is now an important input to the corporate decision making process. It not only helps in HRP function, but also provides decision support for formulating operational, business and corporate strategies.

Introduction to Human ResourceInformation System 2. HRIS Defined: HRIS can be briefly defined as integrated systems used to gather, store and analyze information regarding an organizations human resources. (Hedrickson, 2003, p.381). 3. HRIS Defined: HRIS One which is used to acquire, store, manipulate, analyze, retriev e and distribute information about an organizations human resources. (Tannenbaum 1990) 4. History of HRISEarly (pre-WW II) Personnel Old term for human resources Record keeping Name, address, phone, employment history 5. Between 1945 and 1960 Human capital issues Formal selection and development No real changes from earlier days 6. Early (1960s to 1980s) Personnel became HR Government and regulatory agencies increased reporting requirements Still, HRIS was used mostly for keeping administrative records 7. Contemporary HRIS Large and small businesses are utilizing HRIS Usage of Personal computers From simple record-keeping to complex analytical tools to assist management decision making 8. Who uses HRIS? HR Professionals Functional Managers 9. Basic system requirements:1. Desktop PCs ; Standard browsers2. Organization-wide server.3. Server-side software such asHTML, Java, Javascript, Perl. 10. Basic system requirements:4. Intranet communications protocolrunning on both PCs and the server.5. Relationaldatabase/Information processingsoftware for records, payroll, etc.. 11. Basic HRIS Features: Payroll Time and Labor Management Benefits Administration HR Management 12. Benefits of HRIS Efficient and Effective use of Time Cost Efficiency / Cost Effectiveness Increases Accuracy

 13. Benefits of HRIS Creates new opportunities for better analysis of the workforce. Streamline the activities within the HR department; 14. References: http://www.shrm.org/education/hreducation/docu ments/bartlett%20hris%20pptto%20post%20onlin e.pptx Retrieved last April 20, 2011 http://comparehris.org/article/compare-hrwins-every-time/ software-to-traditional-hr-methods-the-software-