Content

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

History of HRIS
1950s - virtually non-existent 1960s - only a select few 1970s - greater need 1980s - HRIS a reality in many orgs 1990s - Numerous vendors, specialties

INTRODUCTION
A Human Resource Information System (HRIS), is a software solution for small to midsized businesses to help automate and manage their HR, payroll, management and accounting activities.

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A human resource management system (HRMS) or human resource information system (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. 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.

It merges basic HR activities and processes with the information technology field, as a package of enterprise resource planning (ERP) software.

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. 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. Computer cannot substitute human beings. Lack of communication Time of year and duration No or poorly done needs analysis

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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