Professional Documents
Culture Documents
HUMAN RESOURSE
INFORMATION SYSTEM
WHAT IS HRIS?
• HRIS is systematic way of storing
data and information for each
employee to aid planning, decision
making, and submitting of returns
and reports to the external agencies.
• STRATEGY
• COMPETITIVENE
SS
• PEOPLE
• HRM
HRIS - a part of
Evolution of Information
Systems
• Transaction Processing (e.g. payroll)
• Management Information Systems
(e.g. daily & monthly absenteeism
summary)
• Decision Support Systems (e.g. How
many employees should we hire?)
• Expert Systems
Any Computer-based Info
Systems (HRIS included)
CONSIST OF
• Hardware
• Software
• Databases
• Telecommunication
• Procedures
• People
An HR Example
Feedback Loop
(Is paycheck
accurate?)
IS in HR
BASIC HRIS
CAPABILITY
WITHOUT HRIS
• Prepare evaluation forms
• Print and copy them
• Distribute forms to employees
• Employees fill in evaluation
• Evaluation forms personally submitted to HR
Manager
• Re-write results to the computer or file them
• Manual processing of data gathered
• Prepare result sheets
• Print, copy and distribute them to
employees
• File all the forms for future use evaluation
Performance
WITH HRIS
ØDefine evaluation
forms
ØOnline evaluation
Entry
Ø One-click access to
Results
ØEvaluation reports
ØStrategic Decision
making process can
take place
Performance evaluation
WITHOUT HRIS
• Prepare leave application forms
• Print and copy them
• Manually maintain employee attendance
information daily
• Maintain company calendar
• Employees applying for leave fills in an
application form
• Application form personally submitted to
Supervisor
• Manual check for employee’s leave status
history
• Supervisor’s approval or rejection
• Application form personally submitted to HR
Leave Application
WITH HRIS
Ø Define company specifi
leave admin processes
ØOnline leave
Approval/Rejection
Leave Application
INTRANET-New dimension of
View/check/modify - onlin
Øpersonal information
Øqualifications
Øleave application
Øleave balance
Øleave cancellation
Øleave approval/rejection
Øsalary information
Øcompany calendar
Øappraisal results
Øonline appraisal process
Employee self-
TOP10
CALCULATIO
NS FOR HRIS
Three Levels of
Data
HRIS
Applications
qTraining Projects
qManpower planning
qPension fund investments
qRecruiting
qEmployee selection
qEmployee placement
qEmployee promotion
qAssignments matching
qInternal Reporting
qAbsentee rates
qHuman resources accounting
qProductivity assessments
qExternal Reporting
qEquity monitoring
qVacancy reporting
qHealth & safety reporting
BENEFITS
• Saving time
• Saving costs
• Work re-
allocation
Saving time [efficiency]
• Easy data maintenance
• Administrative processes automated
• Employee ‘self-service’ (kiosk)
• Adequate information base that leads
to timely and Quick decision making
• Responding faster to employee
inquiries to enhance efficiency and
productivity
Saving Costs [efficiency]
• Less time spent on tasks = less
money
• Minimum paperwork
• Functional
Personal development plans for
employees, Individual training plans
according to employees training needs,
Performance evaluation meetings, etc.
HRIS Unplugged
• Strategic:
• strategic decision making ………….…
…2%
• Functional:
• functional decision making …………
….23%
• Operational:
Time
Ideal DECISION MAKING
PROCESS
• Strategic:
• strategic decision making ………….…
…2%
• Functional:
• functional decision making …………
….23%
• Operational:
Time
CONCLUSION
“By automating Human Resource practices,
HRIS saves time and money, effectively
reallocates work processes and thus provides
competitive advantage and adds strategic
value to the organization.”
H
THANK
YOU
for your
attention.