HUMAN RESOURCE INFORMATION SYSTEM

Edwin Joseph .C MSW- HR

Content:
Slide 1: Slide 2: Slide 3: Slide 4: Slide 5: Slide 6: About HRIS Why HRIS ? Functions of HRIS Contribution of HRIS Limitations of HRIS Example of HRIS System.

What is HRIS ?
 Human Resource Information System is a software or online solution tool which is used for: Collecting, Analyzing, Interpreting employee information in an Organization.

Why HRIS ?
 HRIS provide the capability to :
To plan more effectively. Quality information. Improved quality in HR decision making. Better service to Employees. Improve employee and managerial productivity and effectiveness. Control and manage HR costs.

Functions of HRIS
External Information (Back end tool)
Expectations of Human Resources from the Organization. Various HRM practices adopted by different Organizations around the globe. Training and Development facilities available outside the organization. Various Government Policies. Relevant Labor laws for managing Human Resources.

Internal Information (Front end tool)

Employee Information. Employee Attendance status. Payroll and Statutory Information. Training and Development offered. Promotion, transfer, separation of employees. Performance Appraisal results. Maintenance, Safety and Heath services. No. of employees recruited during the year.

Contributions of HRIS
HR planning, manpower inventory and turnover. Pay Reviews, online recruitment and reward systems. Reduces administration time, and improves data accuracy. Performance development plans, Succession Plans. Complete integration with payroll and other company financial and accounting systems. Employees and managers can locate answers and information instantly. Knowledge management

Limitations of HRIS
At times human error happens in HRIS during
information input. Malfunctioning of software will result in loss of data. Employees who dont have knowledge on computers will find it very difficult to acquire data. The technology is expensive which cannot be afforded by Small Organization. Certain organization dont encourage HRIS rather they prefer following age old practices which will be burden for Human Resource Management.

Example: HRIS System in Larsen & Toubro

Manpower planning Selection and placement Reinforcement & Advancement Performance Appraisal Industrial Relations
Data Storage and Processing:

1.Maintain information about all employees record. 2.Supply files to department whenever needed for counseling, career planning..etc 3.Design data card for computer. 4.Monitor feeding in and out of data. 5.Process data for research on trends.

Thank you!
NOTE: Data s are gathered from Text books and relevant websites which helped me in developing the presentation.