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Introduction
Human Resources is an organizational function that deals with issues such as recruitment and selection, training, appraisal, compensation and performance management of the employee.
A system, whether automated or manual, that

comprises people, machines, and/or methods organized to collect, process, transmit, and disseminate data that represent user information.

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The Evolution of the HRIS

First, paper files were located in the Personnel department.
Then, punched card and magnetic media files were located

in IS. Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. In the late 1970's the concept of an HRIS was born.

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HRIS - Introduction
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 HRM as a discipline and in particular its basic HR activities and processes with the information technology field. It can be used to maintain details such as employee profiles, absence reports, salary admin. and various kinds of reports.

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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.

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Compensation

Benefits

Human Resource Information System

The Human Resources Function Facilitates the Flow of the Personnel Resources

Evaluation

Recruiting

Hiring

Education and Training

Benefit Termination Administration

Potential employees

Employees

Retired employees

The Firm

Data Management
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Objectives Of HRIS
Effective Planning and Policy Formulation HRIS provides support for future planning and also

for policy formulations, both at micro and macro levels.

Monitoring And Evaluation : HRIS facilitates monitoring of human resources demand and supply imbalances and evaluation of the

policy n development and utilization of human resource.

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Contd.
Providing Inputs to Strategic Decisions:

HRIS provides required inputs to enterprise

wide strategic decisions, like redundancy, rightsizing.

Also HRIS helps to automate employee related

information, cost minimization and faster response to employee related services.

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HRIS-Stages Of Development
Nature and types of HRIS depend on the level and ease of use.
Primary Level- The organization is interested in automating processing of routine information. Its focus is on data, storage, processing and information flows at operational level of organization. In HRIS it is called Electronic Data Processing (EDP) which facilitates data and files storage.

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Contd..
Second Level- The focus is shifted from EDP level to management information systems (MIS) level with more inquiry and report generation flexibility. This is intended for middle level managers to control operation, matching budget or projection.

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Contd..
Third Level- The enterprise wide decision support systems is one such HRIS type that facilitates decisions at higher level in the organization. At this stage HRIS is more interactive and capable of developing decision models on many strategic issues.

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Human Resource Information System

A model of a Human Resource information system Output Input Work force subsystems planning subsystems subsystem Accounting Recruiting information subsystem system Work force Internal management sources subsystem HRIS Database HRs research Compensatio subsystem n Users subsystem Benefits Environment subsystem al sources HRs Environment intelligence al subsystem reporting subsystem Data Information
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What is human resource accounting?

To record, report and analysis human resource related

figures through accounting system

The result can be use for decision making purpose

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Approaches to HRA
The American accounting association committee

has defined HRA is the Process of identifying and measuring data about human resources and communicating this information to interested parties to facilitate effective management with in the organization

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Importance of HRA
It helps in decision making in he following matters Employment , locating and utilization of human

resources Transfers, promotions, training and retrenchment of human resources Planning of physical assets vis--vis human resources Identifying the causes for high turnover at various levels and taking preventive measures to contain it Locating the real cause of low return on investment It helps individuals employees in improving their performance and bargaining power
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The aspects of HRA

Valuation of human resource Recording the valuation in the books of accounts Presenting the information ion the financial

statements of communication

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Assumption underlying HRA

People are valuable organizational resources capable of providing present and future services to the organization and such future services have economic value to the organization and can be measured
The information relating to the human resource would facilitate various management decisions on acquisition ,compensation, training and development
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HR Audit
HR Audit means the systematic verification of job

analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and morale, participative management, communication, welfare and social security, safety and health, industrial relations, trade unionism, and disputes and their resolution.

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 HR audit is very much useful to achieve the

organizational goal and also is a vital tool which helps to assess the effectiveness of HR functions of an organization. examining policies, procedures, documentation, systems, and practices with respect to an organizations HR functions. weaknesses in the nonprofits human resources system, and any issues needing resolution.

The Human Resources (HR) Audit is a process of

The purpose of the audit is to reveal the strengths and

The audit works best when the focus is on analyzing

and improving the HR function in the organization.

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Scope of Audit

1. 2. 3.

Generally, no one can measure the attitude of human being. It covers the following HR areas: Audit of all the HR function. Audit of managerial compliance of personnel policies, procedures and legal provisions. Audit of corporate strategy regarding HR planning, staffing, remuneration and other HR activities. Audit of the HR climate on employee motivation, morale and job satisfaction.

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Benefits of HR Audit
Benefits to the organization are: 1. It helps to find out the proper contribution of the HR department towards the organization. 2. Development of the professional image of the HR department of the organization. 3. Reduce the HR cost. 4. Motivation of the HR personnel. 5. Find out the problems and solve them smoothly. 6. Sound Performance Appraisal Systems. 7. Systematic job analysis. 8. Smooth adoption of the changing mindset.
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Audit process
The audit process consists of a series of questions

covering the eight primary components of the HR function: Roles, head count, and HR information systems (HRIS) Recruitment Documentation Training, development, and career management Compensation and benefits Performance measurement and evaluation Termination and transition Legal issues and personnel policies
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