HRIS

MUNDRIKA KUMAR SAH

Agenda History of HRIS Concept of HRIS Utility and Applications of HRIS HRIS Track Need of HRIS Development Benefits Limitations Conclusion

History of HRIS 1950‟s - virtually non-existent 1960‟s - only a select few 1970‟s - greater need 1980‟s - HRIS a reality in many orgs 1990‟s - Numerous vendors,

specialties

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INTRODUCTION

A Human Resource Information System (HRIS), is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities.

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Human Resource Information System (HRIS) is a systematic way of storing data and information for each individual employee to aid planning, decision making, and submitting of returns and reports to the external agencies.

A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness.

Applications and Utilities

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HRIS Track

Personal Records

Recruitment &

Selection

Employment Equity

Salary Administrati

on

Trng. & Dev.

Compensation

Employee Relations

BenefitsHR

Planning

Pension Administratio

n

Medical Records

Health & Safety

Job

People

Positions

Why HRIS is needed? Storing information and data for each

individual employee. Providing a basis for planning, decision

making, controlling and other human resource functions.

Building organizational capabilities Job design and organizational structure Increasing size of workforce Technological advances Computerized infor. system Changes in legal environment

HRIS - Development

CONCIEVE & PLAN

ANALYSE

DESIGN

TEST

IMPLIMENT

MAINTAIN

HRIS - Benefits Higher Speed of retrieval and processing of data. Reduction in duplication of efforts leading to

reduced cost. Ease in classifying and reclassifying data. Better analysis leading to more effective decision

making. Higher accuracy of information/report generated. Fast response to answer queries. Improved quality of reports. Better work culture. Establishing of streamlined and systematic

procedure. More transparency in the system. Employee – Self Management.

HRIS – Limitations It can be expensive in terms of finance

and manpower. It can be threatening and inconvenient. Thorough understanding of what

constitutes quality information for the user.

Computer cannot substitute human beings.

Lack of communication Time of year and duration No or poorly done needs analysis

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Conclusion 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.

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