Human Resource Information System [HRIS]

Nidhi Dubey MBA HR

What is HRIS???
The application of computers to employee-related record keeping and reporting, and management decision making Any system that supports any aspect of the HR function Primary function: Documenting the employment relation in all its complexity Basic technology: Storing, retrieving and distributing information

Top Ten Calculations for HRIS

Healthcare cost per employee
Pay and benefits as a percentage of operating expense

Cost per hire

Return on training.

Time to fill jobs.

An HR Example

Input (hours worked)

Processing (Calc. Net pay)

Output (cut paycheck)

Feedback Loop (Is paycheck accurate?)

Typical HRIS Record Keeping Requirements

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

Typical HRIS Reporting Requirements

Employee profiles/lists Summary reports on employee groups Historical trends in work-related info Person-position comparisons

HRIS Tracks...
Medical Records Workers Comp Recruit/ Employ

EEO/AAP Payroll

Health & Safety

HR Planning T&D Comp. Jobs

People
Positions Benefits

Pension Admin

Emp. Relations

Developing an HRIS: System Development Life Cycle (SDLC)

Planning

Analysis

Design

Implementation

Maintenance

HRIS Benefits Realized (versus Manual System)

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

Why HRISs Sometimes Fail?

Unclear goals/objectives 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

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

Why are Carefully Developed Info Systems Important to HR?

Better safety Better service Competitive Advantage Fewer Errors Greater Accuracy Higher Quality Products More opportunities Reduced labor requirements Reduced costs Superior managerial decision making Superior control

Increased Productivity
More efficient administration

Improved Health Care

Improved Communication Increased Efficiency

Conclusion
HRIS has been adopted by most of the organisation to make the work easier for the organisation.

Thank You