Professional Documents
Culture Documents
WHAT IS HRIS?
Human Resource Information Systems (HRIS) include systems and processes which combine the functions of Human Resource Management (HRM) and the tools of information technology
HRIS helps organizations to carry out their Human Resource (HR) administrative functions in an effective manner and reduces the manual work to be done by the HR personnel.
Payroll: This module of HRIS keeps track of the pay grades and positions of the employees. Pay raise details are also recorded.
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Performance Appraisal: Evaluates the job performance of employees in terms of quality, time and cost. It gives feedback to employees on
Work Time: This helps to track the work done by the employees. Also merges the functions of work management and time management.
can change their bank account details and view their pay-slips, can
manage their inboxes, personal calendars and service requests and are able to view their work schedules.
Examples of HRIS
Sage Abra HRIS: It has modules for benefits enrollment, benefits messenger, recruitment, employee self-service, payroll, HR features and
training features
Oracle HRMS: Oracle Human Resources supports application processing, employee profiling, career development, and management of compensation and benefit plans SAP HR: This includes personnel administration, recruitment, training, time management, payroll, compensation management, budget management, travel management and personnel development. Kronos: This web-based HRIS offers various solutions for time and attendance, scheduling, absence management, labour analysis, hiring, HR and payroll.
IMPORTANCE OF HRIS
Time and Labour Management Employee Benefits Payroll HR Management
FEATURES OF HRIS
Job and Pay History Ability to Import and Export Data Ad-Hoc Report Writing Automated Reminders and Alerts User-Defined Fields
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Attendance and Leave Tracking Benefits Administration Performance Management Security Document Library
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Training and Career Development: This application deals with analyzing training needs, training administration, and career planning. Performance Management: This application deals with performance appraisals, and monitoring time and attendance of employees. Compensation and Benefits: This application deals with employee compensation and benefits administration.
HRIS FUNCTIONS
Functional HRIS must create an information system that enables an assimilation of policies and procedures used to manage the firms human capital as well as the procedurenecessary to operate the computer hardware and software applications Some of the HRIS Functions are following:
2. Increased efficiency
Rapid computing technology has allowed more transactions to occur with fewer fixed resources. Typical examples are payroll, flexible benefits administration, and health benefits processing. Though technologies of early mainframes provided significant efficiencies in these areas, the difference is that the record processing efficiencies that were once only available to large firms are now readily available to any organization size.
3. Increased effectiveness.
Most often, as with processes, computer technology is designed to improve effectiveness either by in terms of the accuracy of information or by using the technology to simplify the process. This is especially the case where large data sets require reconciliation. However, onerous manual reconciliation processes may be executed faster, but also with near perfect accuracy using automated systems. For instance, pension and profit sharing
4. It enabled processes.
While many of the application areas gains are through increased effectiveness and efficiency over manual processing, some are only possible using contemporary technologies. Most notably, computer-based (webbased) training is a growing area of HR practice that was not available until computer software was created.
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