You are on page 1of 18

Human

Human Resource
Resource
SECTION
SECTION 11

Human
Nature
Nature of
of
Human Resource
Resource
Management
Management

Management
Management

PRESENTATION ON…..

Human
HumanResource
ResourceInformation
Information
System
System

PowerPoint Presentation
by GROUP 1
GROUP
GROUP PRESENTER
PRESENTER

2–2
Learning
Learning Objectives
Objectives

After this presentation, you should be able to


know:
 What is mean by human resource information
system?
 What is its benefits and barriers?
 What is currently used software HRIS
Software?

2–3
Human
Human Resource
Resource Information
Information System
System
 Human Resources Information Systems (HRIS) is an
integration of HRM and Information Systems (IS).
 attraction, selection, retention, development, and
utilization of labor resource in order to achieve both
individual and organizational objectives.
 HRIS or Human resource Information system helps
HR managers perform HR functions in a more
effective and systematic way using technology.
 It is the system used to acquire, store, manipulate,
analyze, retrieve, and distribute pertinent
information regarding an organization's human
resources.

2–4
Human
Human Resource
Resource Information
Information System
System
 It is used to acquire, store, manipulate, analyze,
retrieve, and distribute pertinent information about an
organization's human resources (Tannenbaum, 1990).
 The HRIS system is usually a part of the
organization's larger management information system
(MIS) which would include accounting, production,
and marketing functions, to name just a few.
 Human resource and line managers require good
human resource information to facilitate decision-
making.
 An extensive study by Towers Perrin study revealed
the following benefits of

2–5
Application
Application of
of HRIS
HRIS

 HR planning  Pay roll


 Succession planning  Job evaluation
 Work force planning  Salary survey
 Work force dynamics  Salary planning
analysis  International
 Staffing compensation
 Applicant recruitment  Benefits management
and tracking  Develop innovative Org.
 Employee data base Structure
development  Develop IT
 Performance  Learning and
management development
HRIS
HRIS Benefits
Benefits

HRIS has showed many benefits to the HR


operations. A few of them can be detailed as;
– Faster information process,
– Greater information accuracy,
– Improved planning and program development
– Enhanced employee communications
(Overman, 1992)
-- Administrative and operational efficiency in
compiling HR data
-- Availability of data for effective HR strategic
planning
Uses
Uses Human
Human Resource
Resource Information
Information Systems
Systems
Uses of HRIS

– Automation of payroll and benefit activities

– EEO/affirmative action tracking

2–8
Uses
Usesofofan
anHR
HR
Information
Information
System
System(HRIS)
(HRIS)

Figure 2–12
2–9
Barriers
Barriers to
to the
the success
success of
of an
an HRIS:
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
Designing
Designing and
and Implementing
Implementing an
an HRIS
HRIS
 HRIS Design Issues
– What information available and what is information
needed?
– To what uses will the information be put?
– What output format compatibility with other
systems is required?
– Who will be allowed to access to the information?
– When and how often will the information be
needed?

2–11
Accessing
Accessing the
the HRIS
HRIS
 Intranet
– An organizational (internal) network that operates
over the Internet.
 Extranet
– An Internet-linked network that allows employees
access to information provided by external entities.
 Web-based HRIS Uses
– Bulletin boards
– Data access
– Employee self-service
– Extended linkage

2–12
HRIS
HRIS SOFTWARE
SOFTWARE

• Abra Suite: for human resources and payroll


management
• ABS (Atlas Business Solutions): General
Information, Wages information, emergency
information, Reminders, Evaluators, Notes
customer information, Documents and photos,
Separation information.
• CORT: HRMS: applicant tracking, Attendance
tracking and calendars, Wage information, Skills
tracking, Reports-to information, Status tracking,
Job history tracking, Cost center
tracking, Reviews and tracking, Mass update and
change tools etc.
HRIS
HRIS SOFTWARE
SOFTWARE

• HRSOFT:

Identify and track senior managers, Assess


management skills and talents, Generate a wide
range of reports, resumes, employee profiles,
replacement tables and succession analysis
reports, Identify individuals for promotion, skills
shortages, unexpected vacancy, Discover talent
deep, Competency Management, career
development,  align succession plans etc.
HRIS
HRIS SOFTWARE
SOFTWARE

• ORACLE- HRMS: Oracle iRecruitment, Oracle Self-


Service Human Resources, Payroll, HR
Intelligence, Oracle Learning Management, Oracle Time
and Labor

• PEOPLESOFT: Enterprise eRecruit, Enterprise Resume


Processing, Enterprise Services Procurement,
Workforce Planning, Warehouse

• SAP HR: Human Capital Management (HCM) for


Business, All-in-One: Rapid HR,
HRIS
HRIS SOFTWARE
SOFTWARE

• SPECTRUM HR: iVantage® and HRVantage®.


iVantage is a Web-based HRIS product designed
for organizations with up to 10,000 employees.

• VANTAGE: HRA: 'Point-and-Click' report writing,


internal Messaging System for leaving reminders
to yourself, to someone else or to everyone using
HRA - very useful for Benefit Applications,
Disciplinary Actions, Special Events, Employee
Summary Screen for Basic, Leave (Absenteeism)
and Salary/Position History, skills & training
module, Leave Tracking Module
Critical
Critical Analysis
Analysis

 Although almost all HR managers understand


the importance of HRIS, the general
perception is that the organization can do
without its implantation.
 Hence only large companies have started
using HRIS to complement its HR activities.
 But HRIS would be very critical for
organizations in the near future. This is
because of a number of reasons.
Bibliography
Bibliography

1.  http://www.hrgopher.com
2.  http://www.auxillium.com
3.  http://www.hrms.com
4.  http://www.hrfiles.com
5.  http://www.people-trak.com
6.  http://www.best-software.com

You might also like