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INTRODUCTION TO HRIS EVOLUTION OF HRIS HRIS MODEL COMPONENTS OF HRIS APPLICATION OF HRIS NEED OF HRIS BARRIERS TO HRIS VARIOUS SOFTWARES
INPUT
PROCESSING
OUTPUT
FEEDBACK LOOP
IN HR TERMS.
INPUT
OUTPUT
(hrs worked)
(cut paycheck)
THUS.
A Human Resource Management System (HRMS, EHRMS), Human Resource Information System (HRIS), HR Technology or also called HR modules, refer to the systems and processes at the intersection between human resource management (HRM) and information technology. It is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.
EVOLUTION OF HRIS
First, paper files were located in the Personnel department. Then, punched card and magnetic media files were located in IS. Government legislation in the 1960s and 70s eventually called management's attention to the importance of HR data. In the late 1970's the concept of an HRIS was born.
HRIS MODEL
Data
Information
Output subsystems
INPUT SUBSYSTEMS Input subsystems Accounting information system INTERNAL SOURCES Internal sources Human resources research system Environmental sources HR intelligence subsystem
Recruiting subsystem
Work force management subsystem
Users
HRIS Database
Compensation Subsystem
Benefits subsystem Environmental reporting subsystem
COMPONENTS OF HRIS
HIS
HIS is the fastest way to perform reporting for HR data. A special method of accessing reports is employed. A graphical display enables you to select the object to be reported on. You then start reporting without entering data in a selection screen. These settings are made in HIS by the system itself. The system uses a standard setting that is based on general usage.
HR ad hoc query
Ad Hoc Query is a reporting tool that was specially developed for Human Resources Management. It is intended for reporting requirements that are not met by standard reports. Ad Hoc Query enables you to perform reporting right down to the info type field level, that is, the lowest level of information in Human Resources Management. Reports defined using Ad Hoc Query can be saved, which means they are reusable. Ad Hoc Query serves a dual function. It is used to Quickly define and execute very specific reports that are seldom required; define specific reports that need to be reused
APPLICATIONS OF HRIS
HR planning Succession planning Work force planning Staffing Applicant recruitment and tracking Employee data base development Performance management Learning and development Compensation and benefits Pay roll Job evaluation
The HRIS that most effectively serves companies tracks: attendance, pay raises and history, pay grades and positions held, performance development plans, training received, disciplinary action received, personal employee information, and occasionally, management and key employee succession plans, high potential employee identification, and applicant tracking, interviewing, and selection.
AREAS
Strategic integration Personnel development Communication and Integration Records and Compliance
NEED
Used to aid top management in taking long term HR planning Used to enhance workers skills and abilities also inc. QWL Inter org. communication support & coordination Used to mgmt information and ensure government compliance
Hr analysis
Knowledge management
Contd
AREAS
Forecasting and planning
NEED
Used in long range planning to assess future organizational HR needs Drives and integrates the HRIS factors to positive organizational outcomes
Organizational vision
BARRIERS TO HRIS
Unclear goals and objectives, No or poorly done needs analysis, Failure to include key people, Failure to keep project team intact, Politics / hidden agendas, Lack of HR/ functional expertise in the designing, Lack of communication between HR / IS, Lack of flexibility /adaptability
Key Clients
Motorola, Pepsi Americas, Staples.
Mitsubishi, Caterpillar BMW, Coca-Cola, Nokia, Siemens, Volkswagen, Ericsson, LG Phillips, Xerox Readers Digest
Oracle Ceridian