MUNDRIKA KUMAR SAH

Agenda
History

of HRIS Concept of HRIS Utility and Applications of HRIS HRIS Track Need of HRIS Development Benefits Limitations Conclusion

History of HRIS

1950s 1960s 1970s 1980s 1990s

virtually non-existent only a select few greater need HRIS a reality in many orgs Numerous vendors, specialties

INTRODUCTION
A Human Resource Information System (HRIS), is a

software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities.

Continue

Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies. A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

Applications and Utilities

HRIS Track
Personal Records Recruitment & Selection Employment Equity Salary Administration

Medical Records

People

Pension Administration

Health & Safety

Job

Positions

Employee Relations

HR Planning

Trng. & Dev.

Compensation

Benefits

Why HRIS is needed?

Storing information and data for each individual employee. Providing a basis for planning, decision making, controlling and other human resource functions. Building organizational capabilities Job design and organizational structure Increasing size of workforce Technological advances Computerized infor. system Changes in legal environment

HRIS - Development
CONCIEVE & PLAN ANALYSE DESIGN TEST IMPLIMENT MAINTAIN

HRIS - Benefits

Higher Speed of retrieval and processing of data. Reduction in duplication of efforts leading to reduced cost. Ease in classifying and reclassifying data. Better analysis leading to more effective decision making. Higher accuracy of information/report generated. Fast response to answer queries. Improved quality of reports. Better work culture. Establishing of streamlined and systematic procedure. More transparency in the system. Employee Self Management.

HRIS Limitations

It can be expensive in terms of finance and manpower. It can be threatening and inconvenient. Thorough understanding of what constitutes quality information for the user. Computer cannot substitute human beings. Lack of communication Time of year and duration No or poorly done needs analysis

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Conclusion

HRIS is a set of inter related components working together to collect, process and store information to support HR decision making, coordination and control in an organization.

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