Human Resource Information System

HUMAN RESOURCE INFORMATION SYSTEM

Contentsy y y y y y y y y y y y y y

Definition of HRIS Objectives Attributes HRIS containing Information about HRIS Model HRIS supports Subsystems of HRIS Implementing HRIS Applications of HRIS Management Information System Importance and Benefits of HRIS Limitations of HRIS Barriers to the success of HRIS References

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

OBJECTIVES OF HRISTo offer an adequate, comprehensive & ongoing information about people & jobs. y To supply up to date information at a reasonable cost y To offer data security & personal privacyy

ATTRIBUTES OF HRIS

An integration of HRM and Information Systems Helps HR managers to perform the functions in an effective and systematic way The system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding human resources Usually a part of the organization's larger management information system To make decisions H.R. and line managers require accurate human resource information

HRIS CONTAINS INFORMATION ABOUT: =========================

yJobs yPositions yPeople

HRIS MODEL

HRIS SUPPORTS IN:The strategic, tactical & operational use of the human resource of an organisation y Collect, store and process employee information y Provide reliable information for decisionmaking y Allow organisation to assess effectiveness of HR policies, programmes and decisionsy

HUMAN RESOURCES INFORMATION SYSTEMSYSTEM TRAINING & DEVELOPMENT DESCRIPTION TRACK TRAINING, SKILLS, APPRAISALS ORGANIZATIONAL LEVEL OPERATIONAL

CAREER PATHING

DESIGN EMPLOYEE CAREER PATHS

KNOWLEDGE

COMPENSATION ANALYSIS

MONITOR WAGES, SALARIES, BENEFITS

MANAGEMENT

HUMAN RESOURCES PLANNING PLAN LONG-TERM LABOR FORCE NEEDS

STRATEGIC

SUBSYSTEMS OF HRISRecruitment informationadministration information Manpower planning information

Training information

HRISPayroll Information

Personnel Research Information

Appraisal Information

STEPS IN IMPLEMENTING HRISInception of idea y Feasibility study y Selecting a project team y Defining the requirement y Vendor analysis y Contract negotiations y Training y Implementing HRISy

STEPS IN IMPLEMENTING HRISTailoring the system y Collecting data y Testing the system y Starting up y Running in parallel y Maintenance y Audity

STEPS OF SETTING UP AN HRISPlanning

Analysis

Design

Implementation

Maintenance13

APPLICATIONS OF HRIS Personnel

administration Salary administration Leave/absence recording Skill inventory Medical History Accident monitoring

APPLICATIONS OF HRIS Performance

appraisal Training and development Human resource planning Recruitment Career planning Collective bargaining

MANAGEMENT INFORMATION SYSTEMS (MIS)

MANAGEMENT LEVEL y INPUTS: HIGH VOLUME DATA y PROCESSING: SIMPLE MODELS y OUTPUTS: SUMMARY REPORTS y USERS: MIDDLE MANAGERS EXAMPLE: ANNUAL BUDGETING

MANAGEMENT INFORMATION SYSTEMS (MIS)

STRUCTURED & SEMI-STRUCTURED DECISIONS y REPORT CONTROL ORIENTED y PAST & PRESENT DATA y INTERNAL ORIENTATION y LENGTHY DESIGN PROCESS *y

IMPORTANCE 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 HRISHigher speed of retrieval and processing of data y Reduction in duplication of efforts leading to reduced cost y Ease in classifying and reclassifying data y Better analysis leading to more effective decision making y Higher accuracy of information/report generatedy

BENEFITS OF HRISFast response to answer queries y Improved quality of reports y Better work culture y Establishing of streamlined and systematic procedures y More transparency in the systemy

LIMITATIONS OF HRISIt may be expensive in terms of finance and manpower y It may be inconvenient for computer illiterates or people with mere knowledge of computer y Computers can not substitute humany

BARRIERS TO THE SUCCESS OF HRIS Lack of management commitment Satisfaction with the status quo No or poorly done needs analysis Failure to include key people Failure to keep project team intact Politics / hidden agendas Failure to involve / consult significant groups Lack of communication Bad timing (time of year and duration

REFERENCES Books Pattnayak, Biswajit, (2004), Human

Resource Management, 2nd edition, Prentice Hall India, N. delhi Rao,V.S.P., (2006), Human Resource Management, 2nd edition, Excel Books, N. Delhi OBrien, James A., (1999), Management Information System, 4th edition, Tata McGraw Hill, N. Delhi

INTERNET http://www.123eng.com/forum/viewtopic.

php?t=16336 (06.04.2008) http://www.hrtotal.com/hris.asp (06.04.2008) http://management.about.com/cs/peoplem anagement/g/HRIS.htm (06.04.2008)

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