Human Resource Information System

HUMAN RESOURCE INFORMATION SYSTEM

Presented By:

Kamal sharma 2009MB26

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ContentsContents

Definition of HRIS Objectives HR Function Why HRIS HRIS Model Applications of HRIS Accounting Information Subsystem The HRIS Database Importance Benefits of HRIS

Definition of HRIS

It is a systematic way of storing data & information for each individual employee to aid planning, decision making & submitting of returns and reports to the external agencies.

A method by which an organisation collects, analyses & reports the information about people and job.

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Objectives of HRISObjectives of HRIS

To offer sufficient, comprehensive & ongoing information about people & jobs.

To supply up to date information at a reasonable cost

To offer data security & personal privacy

1. DATA MIGRATION: input data HR into the system: Employee personal data (education, experience, emergency contacts) Dependants data (spouse, children) Compensation Data Insurance Data

Objectives of HRIS Implementation

2. PROCESS: Implement policies and procedures of HR automatically:

• Payroll calculation (HR standards and Finance Requirement – cost center)

• Time-sheet records and calculation• Journal to Finance System (FAS)• Tax reporting

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HR Function

Originally called personnel.

HR director is often used to describe the person in charge of maintaining HR information.

All functions related to managing personnel in an organization.

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All HR Data is stored in one place, and accessible from all computers ( for employees with the right authorization). All employee data can be searched using employee number. Data Integrity is secured.

Why HRIS

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Why HRIS

Personal Information

Training Records

Company policy

HR accounts

Salary, Allowances

Time Sheet/Activity Records

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Why HRIS?

Example: Payroll

To avoid manual payroll calculation every month, which carries the human

error risk and tend to force HR officers to simplify formulas, even when

inaccurate. Taxes paid can be higher than what is

should be. With the system, the worker does not have to deal with the complexity of the payroll calculation every

period.

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HRIS modelHRIS model

HUMAN RESOURCES INFORMATION SYSTEMHUMAN RESOURCES INFORMATION SYSTEM

SYSTEM DESCRIPTION

TRAINING & DEVELOPMENT TRACK TRAINING, SKILLS, APPRAISALS

CAREER PATHING DESIGN EMPLOYEE CAREER PATHS

COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS

HUMAN RESOURCES PLANNING PLAN LONG-TERM LABOR FORCE NEEDS

Applications of HRISApplications of HRIS

Personnel administration Salary administration Leave/absence recording Medical History Accident monitoring Training and development Human resource planning Recruitment

Accounting Information Subsystem

Two main types of data 1. Personnel -- name, birth date, sex, marital

status, education, skills, etc. 2. Accounting -- hourly rate or monthly

salary, taxes, insurance deductions, etc.

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The HRIS Database

Type of data:

1. Employee82.5% of the firms maintain only employee

data

2. Nonemployee8% of the firms

mainly organizations external to the firm

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Executives

10 3 41 2 3 4 5

Non HR Managers

HR DirectorOther HR Managers

Not at all Occasionally Monthly Weekly Daily

Users of the HRIS DatabaseUsers of the HRIS Database

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Importance of HRISImportance of HRIS

Large amount of data and information to be processed.

Project based work environment. Employee empowerment. Increase of knowledge workers &

associated information. Learning organization

Benefits of HRIS HRIS helps managers manage the personnel

resource Utilization of HRIS will support HR performance,

mainly to reduce calculation works, time, and avoid mistakes.

Better analysis leading to more effective decision making

Longer Storage Of Information. Monitoring Data. Better work culture More transparency in the system

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http://www.hrtotal.com/hris.asphttp://management.about.com/cs/peoplem

anagement/g/HRIS.htmhttp://download-

book.net/phd-topics-in-MBA-systems-ppt.html

Thank You

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