Human Resource

Information
Systems
 Content
• Introduction
• HRIS – Why it is needed?
• Steps in HRIS
• HRIS – Applications & Utilities
• HRIS – Benefits
• HRIS – Disadvantages
• Barriers to the success of HRIS
• Conclusion
 HRM – An 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.

• Human beings are also considered to be resources

because it is the ability of humans that helps to change
the gifts of nature into valuable resources.
 Information System
• 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.
 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.
 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.
 HRIS – Why it is needed?
• 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.
STEPS TO BE FOLLOWED IN
HRIS
• Step 1. Inception of idea
• Step 2. Feasibility study
• Step 3. Selecting a project Team;
• Step 4. Defining the requirements
• Step 5. Vendor analysis.
• Step 6. Package contract negotiation
• Step 7. Training
• Step 8. Tailoring the system
• Step 9. Collecting data.
• Step 10. Testing the system
• Step 11. Starting up
• Step 12. Running in Parallel
• Step 13. Maintenance
• Step 14. Evaluation
 HRIS – Appl. & Utilities
• Personnel administration - It will encompass
information about each employee, such as name address,
personal details etc.
•  Salary administration - Salary review procedure are
important function of HRM, a good HRIS system must
be able to perform what if analysis and present the
reports Of changes.
• Leave and absence recording — Essentially be able to
provide comprehensive method of controlling
leave/absences.
• Skill inventory - It is also used to store record of
acquired skills and monitor the skill database both
employee and organisational level.
 HRIS – Appl. & Utilities
• Performance appraisal — The system should record individual
employee performance, appraisal data, such as due date of
appraisal, scores etc.
• Human resource planning — HRIS should record details of the
organisational requirements in terms of positions
• Recruitment — Record details of recruitment activities such as cost
and method of recruitment and time to fill the position etc.
• Career planning - System must be able to provide with succession
plans reports to identify which employee have been earmarked for
which position.
• Collective bargaining — A computer terminal can be positioned in
the conference room linked to database. This will expedite
negotiations by readily providing up to date data based on facts and
figures and not feelings and fictions.
 HRIS - Benefits
• Employee Satisfaction Up to 50%
• Worker Productivity  40-60%
• Learning Effectiveness Up to 40%
• Service Levels  20-30%
• Employee Turnover  20-70%
• Time to Ramp New Hires 50%
 HRIS - Benefits
• 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.
• Fast response to answer queries.
• Improved quality of reports.
• Better work culture.
• Establishing of streamlined and systematic procedure.
• More transparency in the system.
• Employee – Self Management.
 HRIS - Disadvantages
• It can be expensive in terms of finance and
manpower.
• It can be threatening and inconvenient.
• Thorough understanding of what constitutes
quality information for the user.
• Computer cannot substitute human beings.
Barriers to the success of an
HRIS
– Lack of management commitment
– Satisfaction with the status quo
– No or poorly done needs analysis
– Failure to include key people
– Failure to keep project team intact
– Politics / hidden agendas
– Failure to involve / consult significant groups
– Lack of communication
– Bad timing (time of year and duration
 HRIS software
• Abra Suite
• ORACLE- HRMS
• SAP HR
• SPECTRUM HR
 Conclusion
• A Human Resource Information System
(HRIS) refers to the systems and processes at
the intersection between human resource
management (HRM) and information
technology.
• It merges HRM as a discipline and in particular
its basic HR activities and processes with the
information technology field.
• The importance of the human resource function
and the human resources information system has
grown over the last ten years
Thank you…..