HRIS ppt

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HRIS-Human Resource Information System

Data vs Information

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Data - “Just the facts” >>raw facts

Information - data that has been transformed into a more useful or meaningful form

TransformationProcess

How does data become information?

InformationData

Processing

What is an Information System?

OutputInput

Feedback Loop

What is a “Human Resource Information System”

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The application of computers to employee-related record keeping and reporting, and management decision making

any organized approach for obtaining relevant and timely information as a base for human resource decisions

HRIS is a set of inter related components working together to collect, process and store information to support HR decision making, coordination and

control in an organization.

History of HRIS

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1950’s - virtually non-existent1960’s - only a select few1970’s - greater need1980’s - HRIS a reality in many orgs1990’s - Numerous vendors, specialties

Typical HRIS Record Keeping Requirements

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Employee informationWage and salary dataReview datesBenefitsEducation and trainingAttendancePerformance data/appraisal results

Typical HRIS Reporting Reqs.

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Employee profiles/listsSummary reports on employee groupsHistorical trends in work-related infoPerson-position comparisons

HRIS Tracks...

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People

PositionsJobs

WorkersComp

HRPlanning

MedicalRecords

Recruit/Employ

EEO/AAP

Benefits

Payroll

PensionAdmin

Emp. RelationsT&D

Comp.

Health &Safety

Why are Carefully Developed Info Systems Important to HR?

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Better safety Better service Competitive Advantage Fewer Errors Greater Accuracy Higher Quality Products Improved Health Care Improved

Communication Increased Efficiency

Increased ProductivityIncreased Productivity More efficient More efficient

administrationadministration More opportunitiesMore opportunities Reduced labor Reduced labor

requirementsrequirements Reduced costsReduced costs Superior managerial Superior managerial

decision makingdecision making Superior controlSuperior control

Developing an HRIS: System Development Life Cycle (SDLC)

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Planning

Design

Analysis

Implementation

Maintenance

How HRIS helps HR????

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HRIS can assist human resources in numerous ways, but particularly in their day-to-day duties by streamlining workflow processes through control processes, system interfaces and database validation.

HRIS has can help a company primarily through the organisation of its people data, with far more accurate demographics around the business and cost allocations or cost centres.

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HRIS will add value is by pushing the management of employees back onto managers within the business and away from HR thus allowing people to self manage more importantly.

Two other areas HRIS can assist HR in include gaining greater control of payroll processing at a fraction of the cost of outsourcing, and ensuring government and payroll tax compliance with automatic updates that keep you up-to-date on the latest regulations.

HRIS: The Strategic value

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Efficiency – cost & timeEffectiveness – orientation on the most

valuable asset of the organization – PEOPLE=> Adding the strategic value to theAdding the strategic value to the

organizationorganization

HRIS: the way to gaincompetitive advantage

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PEOPLE, most valuable asset – competitive advantage

• HRIS – manages PEOPLE efficiently and effectively

HRIS – gaining competitive advantage

Why HRIS sometimes fail?????

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Unclear goals/objectives 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 Management- unrealistic expectationsexpectations

Lack of overall plan for Lack of overall plan for record mgt.record mgt.

Lack of flexibility and Lack of flexibility and adaptabilityadaptability

Misinterpret HR Misinterpret HR specificationsspecifications

Poor communication Poor communication between HR/ISbetween HR/IS

Inadequate testingInadequate testing

B E N E F I T S

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• Saving time

• Saving costs

• Work re-allocation

Saving time [efficiency]

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Easy data maintenanceAdministrative processes automatedEmployee ‘self-service’ Adequate information base that leads to

timely and just decision makingResponding faster to employee inquiries

to enhance efficiency and productivity

Saving costs

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Less time spent on tasks = less moneyMinimum paperworkTimely and accurate decision making

includes less cost

Work re-allocation

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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

HRIS – the latest and greatest

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core HRIS functions is intranet HR self-serviceonline appraisals, career management, training registrations

and publishing people related company information.HRIS can also integrate with desktop applications

including e-mail, word document merges and schedules via triggered actions within the HRIS

latest and greatest HRIS include time-clock systems, OLAP(online analytical processing databases), real time systems, web GUI’s and scanned data.

HRIS pitfalls

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HRIS is lack of buy-in from important partiesAnother common issue is that HR and payroll go

forward and purchase software that’s not compatible with the mainstream organisation or is not compatible with a broader IT strategy

Reduction in HR’s involvement in the everyday processing of paper flow.

HRIS: Key message

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“By automating Human Resource practices,HRIS saves time and money,

effectively reallocates work processes and thus provides competitive advantage and

adds strategic value to the organization.”