SUBMITTED BY:

SMITA RANI PATRO SNEHA PATNAIK SONALI PATTNAIK

Employee Life-Cycle
Education Skills Additional Skills Additional Education Address Change

Applicant

Accession

Employee
Employee Status Change

Separation

Former Employee

Job Pending Interview Offer Physical Exam Offer

Salary Adjustment Benefits Change

Retirement
Continuing Benefit Job Reference

Classification Change

Career Plan Job Transfer

What is Human Resource Information System?

The Human Resource Information System, more commonly referred to as the HRIS system, is a database designed to allow tracking of all sorts of personnel related information. It is a computer application which deals with employee related record keeping, reporting and management decision making.

OBJECTIVES OF HRIS
To increase HRMs capacity to leverage and assimilate new and emerging technologies. To Streamline workflow. To maximize accuracy, reliability and validity of workforce data. To ease deployment, collection of data and information.

Functions of HRIS
HRIS is capable of identifying and tracking contacts with applicants. It maintains essential data on the status of each employee in the company which includes evaluations, promotions, wage increases etc. HRIS is capable of handling all types of Human Resource functions. Ease of customization.

HRIS

An HR Example

Input (hours worked)

Processing (Calc. Net pay)

Output (cut paycheck)

Feedback Loop (Is paycheck accurate?)

HRIS can be applied in the following areas of HRM HR planning Succession planning Work force planning Work force dynamics analysis Staffing Applicant recruitment and tracking Employee data base development Performance management Learning and development

CONTD..
Compensation and benefits Pay roll Job evaluation Salary survey Salary planning International compensation Benefits management Develop innovative Org. Structure Develop IT

APPLICATIONS
STAFFING Strategic Systems
Human resource planning Labour force tracking

Tactical Systems

Labor cost analysis and budgeting Turnover analysis

Operational Systems

Recruiting Workforce planning/scheduling

TRAINING & DEVELOPMENT

Strategic Systems
Succession planning Performance & appraisal planning

Tactical Systems

Training effectiveness Career matching

Operational Systems

Skill assessment Performance evaluation

COMPENNSATION ADMINISTRATION
Strategic Systems
Contract costing Salary forecasting

Tactical Systems

Compensation effectiveness & equity analysis

Benefit preference annalysis

Operational Systems

Skill assessment Performance evaluation

Any Computer-based Info Systems (HRIS included)

Consists of...

Hardware Software Databases Telecommunication Procedures People

Typical HRIS Record Keeping Requirements

Employee information Wage and salary data Review dates Benefits Education and training Attendance Performance data/appraisal results

User Issues in Outsourcing

Identifying what to outsource Gathering business information Conducting the feasibility study Vendor selection Understanding pricing Setting service levels and measuring them Negotiation terms and conditions Managing the relationship

HRIS Tracks...
Medical Records Workers Compensation Recruit/ Selection Employment Equity Payroll

Health & Safety

HR Planning Jobs

People
Positions Benefits

Training and Development Compensatio n Pension Admin

Employee Relations

Developing an HRIS: System Development Life Cycle (SDLC)

Planning

Analysis

Design

Implementation

Maintenance

Why are Carefully Developed Info Systems Important to HR?

Better safety Better service Competitive Advantage Fewer Errors Greater Accuracy Higher Quality Products Improved Health Care Improved Communication Increased Efficiency Increased Productivity More efficient administration More opportunities Reduced labor requirements Reduced costs Superior managerial decision making Superior control

HRIS Benefits Realized (versus Manual System)

Save $$$ More efficient recruiting Better coordination of staffing resources Faster, more consistent screening of applicants Quicker, higher quality hiring decisions

Why HRIS Sometimes Fail?

System solves the wrong problem Improper vendor/product selection Low user involvement Planning overlooks impact on clerical procedures Lack of HR/functional expertise in designing Underestimate conversion effort Management- unrealistic expectations Lack of overall plan for record mgt. Lack of flexibility and adaptability Misinterpret HR specifications Poor communication between HR/IS Inadequate testing