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HUMAN RESOURCE

INFORMATION SYSTEM
CHAPTER 1
HUMAN RESOURCE & HRIS
201609
DIPLOMA HUMAN RESOURCE MANAGEMENT

DEFINITION
Human Resource Information System
(HRIS) is the composite of databases,
computer applications, hardware
and software that are used to
collect, record, store, manage,
deliver, present and manipulate
data of human resource.
Broderick and Boudreau (1992)

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.

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 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.

APPLICATIONS OF HRIS

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.
It merges HRM as a discipline and in
particular its basic HR activities and processes
with the information technology field.

APPLICATIONS OF HRIS

APPLICATIONS OF HRIS

Storing information and data for each individual


employee.
Providing a basis for planning, decision making,
controlling and other human resource functions.
Meeting daily transactional requirement such as
marking absent and present and granting leave.
Supplying data and submitting returns to
government and other statutory agencies.

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.

Eliminates personal biasness, brings


transparency.

HRIS USER
1. HR Professionals

Reporting and compliance


Payroll and compensation analysis
Benefits administration
Applicant tracking, skills inventory

2. Functional Managers

Performance management and appraisal


Recruitment and resume processing
Team and project management
Training and skills testing
Management development

HRIS USER
3. Individual Employees

Self-service benefit options


Career planning
Training and development

LIMITATION OF COMPUTER SYSYTEM

system slowdown or higher downtimes


some HR people are not comfortable
provide training
some senior employees are resistant
to the change
expensive in terms of finance and
manpower
It can be threatening and inconvenient

CONCLUSION
By automating Human
Resource practices, HRIS
saves time, money and
effectively reallocates work
processes thus providing
competitive advantage and
adds strategic value to
the organization.

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