Presented by: Weena Yancey M Momin Roll No.

MBA 3210 4th Semester 2012

PREVIEW
Introduction to HRIS Definition Objectives of HRIS Components of HRIS Types of HRIS Designing of HRIS Applications of HRIS in HRM Benefits of HRIS Limitations of HRIS Conclusion References

Introduction to HRIS
HRIS is a database system developed to assist HR in decision making and reporting. One of the elements of the overall Management Information System (MIS) It is an IT enabled HR services available to the HR managers for data analysis and decision making.

 A/c to K.A Kovach & C.E. Cathcart HRIS is a systematic procedure for collecting, storing, maintaining, retrieving and validating data needed by an organization about its human resources, personnel activities and organization unit characteristics. A/c to S.I. Tannenbaum - HRIS is defined as a technology based system that is used to acquire, store, manipulate, analyze . Retrieve and distribute pertinent information regarding an organizations human resources.

Definitions

OBJECTIVES OF HRIS
To enhance the ability of the HRM leverage and absorb new and emerging opportunities and challenges in the business. To ensure efficient collection, storage and distribution of HR related information in a paperless work environment. To create an HR information hub for the whole organization which facilitates effective people to people and people to information contacts.

 To establish an integrated system for achieving an efficient and purposeful integration of various human resource functions and effective deployment of efficient deployment of strategic human resource. To facilitate faster processing of information and more effective decision making to make the optimum use of the available human resource. To facilitate employees direct and online access to information on training, payroll and other relevant matters. To maximize the accuracy, reliability and validity of workforce records and eliminate the cost and wastages associated with manual maintenance of HR records.

Components of HRIS

INPUT

DATA STORAGE & PROCESSING

OUTPUT

Types of HRIS

Electronic Data Processing (EDP) Management Information system (MIS) Decision Support System (DSS)

Designing of HRIS

Applications of HRIS in HRM

Benefit administration system Manpower management system Training & development management

Grievance management system

Applicant tracking system

HRIS applications in HRM

Personnel information & identification system

Compensation management system

Position control & budgeting system Succession planning system

Performance management system

Benefits of HRIS

Effective use of Human resources Ability to manage voluminous data Reduction in labour cost Faster and effective HR decisions Better supervision & control over human resources Optimum security & confidentiality Anytime, anywhere access Better focus on strategic activities by managers Better statutory complience Meeting the future challenges & changes in HRM

Expensive in terms of money & manpower requirements. For effective application, large scale of computer literacy is required among the employees If the personnel designing HRIS are not competent then there is mismatch between the data provided by the HRIS and data required by the managers Absence of continuous updating of HRIS makes the information stale

HRIS is needed for making required data and information available for making better decisions. Cost and time reduction in data collection through computerized HRIS is the major advantage offered by HRIS

Conclusion