hrid-140612111312-phpapp02.pptx

ANTONY JOSEPH.T.18TH FEBRUVARY 2014

Presented by,

DEFINITION

Human Resource Information System (HRIS) is the composite of databases, computer applications, hardware and software that are used to collect, record, store, manage, deliver, present and manipulate data of human resource.

Broderick and Boudreau (1992)

CHANGE ON ADOPTING HRIS…….

HISTORY OF HRIS…..

1950`s - Virtually non-existent 1960`s - Only a few vendors. 1970`s - greater need in

organizations. 1980`s – HRIS - reality in many

organizations. 1990`s - Numerous vendors,

specialties….

FUNCTIONS OF HRIS Create and maintain employee records. Ensure legal compliance. Forecast and plan future HR requirements. Reduces the manual work. Assist managers by providing the relevant data.

HRIS- ‘STAGES OF DEVELOPMENT’ Primary level (EDP Stage)• Focus on data storage, processing and

information flows.• Restricted to payroll and storing basic

details of employees. Secondary level (MIS Stage)• Increased report generation flexibility.• Intended in control of operations and

budgetting.

STAGES OF DEVPT- CONTD….

Tertiary level (DSS Stage)• More interactive and capable of

developing decisions on many strategic issues.

• Intended in competency mapping of existing manpower, their future utilization, training and development initiatives, suitable compensation packages etc.

AREAS OF HRIS

Personal employee information. Wages and salaries. Succession planning. Calculation of Benefits. Education & training. Attendance. Performance appraisal. Strategic planning.

TYPES OF HRIS.

1. Operational HRIS

2. Tactical HRIS

3. Strategic HRIS

OPERATIONAL HRIS

Operational HRIS provides data to

support routine and repetitive

human resource decisions.

Information is detailed, structured,

accurate and internal.

STRATEGIC HRIS

Strategic HRIS helps top level

managers to set goals and

directions for organisation.

Gather and manage information

from within and outside

organisation.

TACTICAL HRIS

Supports management decisions emphasizing allocation of human resources.

The decisions include recruitment decisions, job analysis and design decisions, training and development decisions, and employee compensation plan decisions.

APPLICATIONS OF HRIS

BENEFITS OF HRIS

Saving time

Saving costs

Work re-allocation

SAVING TIME

Saving time leads to efficiency. Easy data maintenance. Administrative processes automated. Employee “self-service”. Adequate information base that leads to

timely decision making. Responding faster to employee inquiries

to enhance efficiency and productivity.

SAVING COSTS

Less time spent on tasks = less money.

Minimum paperwork.

Timely and accurate decision making

includes less cost.

WORK RE-ALLOCATION

Helping the employees perform better

through effective career planning and

performance management.

Integrating the human resource function

with other business functions in the

enterprise, to serve personnel better.

STEPS IN IMPLIMENTING HRIS

Inception of idea.

Feasibility of study.

Selecting a project team.

Defining the requirements.

Vendor analysis.

Package on tract negotiations.

Training.

STEPS CONTD…

Tailoring the system.

Collecting the data.

Testing the system.

Starting the system.

Running in parallel.

Maintenance.

Evaluation.

HRIS PRODUCTS

css horizon elabour.com Genesys Lawson Oracle People soft Proact Goodwood hr.com

LIMITATIONS OF HRIS

It can be expensive in terms of finance and manpower.

Thorough understanding of the system is necessary for its functioning.

Lack of communication. HRIS implemented may be on poorly

done needs analysis.

HRIS IN HOSPITALS

Low-resource countries face difficulties in meeting the health care needs of their people. For e.g.:- Countries in sub-Saharan Africa suffer from 24% of the global disease burden, but have only three percent of the global health workforce to provide necessary services.

Routine and accurate HRIS data helps to deploy the right health workers in the right places to meet the health care needs.

CONTD…..

HRIS can be used to standardize and

support ongoing management and

support of the health workforce.

Capacity Plus Inc, IntraHealth

International are some of the HRIS

softwares used in healthcare industry.

CONCLUSION

“By automating Human Resource practices, HRIS saves time, money and effectively reallocates work processes thus providing competitive advantage and adds strategic value to the organization.”

REFERENCES

Dipak kumar bhattacharyya, Human Resource Management, Second edition, Excel books publications, New delhi.

www.slideshare.net en.wikipedia.org Googlesearch

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