INTRODUCTION

A Human Resource Information System (HRIS),

is a software solution for small to midsized businesses to help automate and

manage their HR, payroll, management
and accounting activities.

Continue

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.

HRIS 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.

HRIS - Introduction

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.
It merges HRM as a discipline and in
particular its basic HR activities and
processes with the information
technology field.
It can be used to maintain details such as
employee profiles, absence reports,
salary admin. and various kinds of
reports.
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Applications and Utilities

HRIS Appl. & Utilities

Personnel administration - It will encompass

information about each employee, such as
name address, personal details etc.
Salary administration - Salary review
procedure are important function of HRM, a
good HRIS system must be able to perform
what if analysis and present the reports Of
changes.
Leave and absence recording Essentially be
able to provide comprehensive method of
controlling leave/absences.
Skill inventory - It is also used to store record of
acquired skills and monitor the skill database
both employee and organisational level.
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HRIS Appl. & Utilities

Performance appraisal The system should record

individual employee performance appraisal data,
such as due date of appraisal, scores etc.
Human resource planning HRIS should record
details of the organisational requirements in terms of
positions
Recruitment Record details of recruitment
activities such as cost and method of recruitment
and time to fill the position etc.
Career planning - System must be able to provide
with succession plans reports to identify which
employee have been earmarked for which position.

HRIS Track
Personal
Records

Recruitmen
t&
Selection

Medical
Records

Health &
Safety

HR
Planning

Employme
nt Equity

Pension
Administratio
n

People

Job

Trng. & Dev.

Salary
Administrati
on

Positions

Compensatio
n

Employee
Relations

Benefits

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

Why HRIS is needed?

Meeting daily transactional
requirement such as marking
absent and present and granting
leave.
Supplying data and submitting
returns to government and other
statutory agencies.

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HRIS - Development
CONCIEVE & PLAN
ANALYSE
DESIGN
TEST
IMPLEMENT
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