FUNCTIONS OF HRIS

Create and maintain employee records.

Ensure legal compliance.
Forecast and plan future HR requirements.
Reduces the manual work.
Assist managers by providing the relevant data.

HRIS- STAGES OF DEVELOPMENT

Primary level
Focus on data storage, processing and information
flows.
Restricted to payroll and storing basic details of
employees.
Secondary level (MIS Stage)
Increased report generation flexibility.
Intended in control of operations and budgeting.

STAGES OF DEVPT- CONTD

Tertiary level (DSS Stage)
More interactive and capable of developing decisions
on many strategic issues.
Intended in competency mapping of existing manpower,
their future utilization, training and development
initiatives, suitable compensation packages etc.

AREAS OF HRIS
Personal employee information.
Wages and salaries.
Succession planning.
Calculation of Benefits.
Education & training.
Attendance.
Performance appraisal.
Strategic planning.

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 is detailed, structured, accurate and
internal

STRATEGIC HRIS
Strategic HRIS helps top level managers to set goals
and directions for organization.
Gather and manage information from within and outside
organization.

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.

BENEFITS OF HRIS
Saving time
Saving costs
Work re-allocation

SAVING TIME
Saving time leads to efficiency.
Easy data maintenance.
Administrative processes automated.
Employee self-service.
Adequate information base that leads to timely decision
making.
Responding faster to employee inquiries to enhance
efficiency and productivity.

SAVING COSTS
Less time spent on tasks = less money.
Minimum paperwork.
Timely and accurate decision making includes less cost.

WORK RE-ALLOCATION
Helping the employees perform better through effective
career planning and performance management.
Integrating the human resource function with other
business functions in the enterprise, to serve personnel
better.

STEPS IN IMPLIMENTING HRIS

Inception of idea.
Feasibility study.
Selecting a project team.
Defining the requirements.
Vendor analysis.
Package contract negotiations.
Training.

STEPS CONTD
Tailoring the system.
Collecting the data.
Testing the system.
Starting the system.
Running in parallel.
Maintenance.
Evaluation.

LIMITATIONS OF HRIS
It can be expensive in terms of finance and manpower.
Thorough understanding of the system is necessary for
its functioning.
Lack of communication.
HRIS implemented may be on poorly done needs
analysis.