WHAT IS HRIS?

It is a systematic way of storing data & information

for each individual employee to aid planning,
decision making & submitting of

returns and

reports to the external agencies.

A method by which an organization collects,

analyses & reports the information about people
and job.

Need of hris
HRIS provide human resource
professionals with opportunities to
enhance their contribution to the
strategic direction of the firm, First by
automating and devolving many routine
human resource task to the line
management, HRIS provides human
resource professionals with the time
needed to direct their attention towards
more business critical and strategic level
tasks, such as leadership development

Objectives of HRIS

To offer sufficient, comprehensive & ongoing

information about people & jobs.

To supply up to date information at a reasonable

cost.

To offer data security & personal privacy.

Attributes of HRIS
A part of the organization's larger management
information system
An integration of HRM and Information Systems
Helps HR managers to perform the functions in an
effective and systematic way
The system used to acquire, store, manipulate, analyze,
retrieve, and distribute pertinent information regarding
human resources
To make decisions H.R. and line managers require
accurate human resource information

TYPES OF HRIS
1. Operational
HRIS

2. Tactical HRIS

3. Strategic HRIS

Operational HRIS

Operational HRIS provides data

to support routine and repetitive
human resource decisions.

Information
structured,
internal.

is

detailed,

accurate

and

Strategic HRIS

Strategic HRIS helps top level managers to set

goals and directions for organisation.

Gather and manage information from within and

outside organisation.

TACTICAL HRIS

Supports management decisions emphasizing

allocation of human resources.
The decisions include recruitment decisions, job
analysis and design decisions, training and
development decisions, and employee
compensation plan decisions.

COMPONENTS OF HRIS

INPUT

HRIS MODELS

RESOURCE FLOW MODEL

Implementation of hris

Seven step process:-

Introduction
Kick-off call
Requirement gathering
Training
Database access and configuration
Testing
Go- live

APPLICATION AREAS OF
HRIS

IMPORTANCE OF HRIS

HRIS primary role of integrating human resource

management and information technology has lead to
competitive advantage and hence attracted many human
resource managers and professionals. Other vital facts of
HRIS reported in literature are effective human resource
decision making and also strengthening an organizations
character, reducing process and administration cost,
speeding up transaction processing, reduce information
errors and improve the tracking and control of human
resource actions, crucial in terms of operating,
controlling and planning activities in human resource.

Benefits of hris

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

Functions of HRIS

Create and maintain employee record

Ensure legal compliance
Human resource planning and forecasting
Talent management/Knowledge management
Strategic alignment
Enhanced decision making

conclusion
The combination of Human resources and
information technology known as HRIS are being
implemented by many firms as strategic weapons
towards the uprising business competitiveness. From
the above-mentioned discussion, it can be deduced
that HRIS has the potential to be an enterprise wide
decision support system that helps to achieve both
strategic and operational objectives