IT IS DEFINED AS THE COMPOSITE OF DATABASES,
COMUTER APLICATIONS, HARDWARE & SOFTWARE
THAT ARE USED TOCOLLECT, RECORD, STORE,
DELIVER, PRESENT & MANIPULATE DATA FOR
HUMAN RESOURCES.
CONT’D.
TRADITIONALLY, HRIS IS CONSIDERED AS
AUTOMATED RECORD KEEPING OF EMPLOYEES
& COPUTERIZATION OF PAY-ROLL.
HOWEVER, IT IS WELL ESTABLISHED THAT HR-
MANAGERS WITH THE INFORMATION SYSTEM
CAN PLAY A GRATER ROLE BEYOND THE
ADMINSTRATIVE ROLE.
IT BROADLY INCLUDES PEOPLE, POLICIES,
PROCEDURES( BOTH ENDOGENOUS &
EXOGENOUS ) & DATA PERTAINING TO THE
ABOVE ISSUES.
CONT’D.
IT IS IN THE FORM OF SERVICE, WHICH
DEPENDS ON THE USER’S REQUIREMENTS.
THE USER’S MAY NOT BE LIMITED TO THE
HR DEPARTMENT, IT MAY BE EVEN THE CEO
OF THE ORGANISATION.
FOR EXAMPLE, A FINANCE MANAGER, TO
PREPARE HIS ANNUAL BUDGET MAY LIKE TO
HAVE DATA ON AGGREGATE COMPENSATION
COST TO THE ORGANISATION.
CONT’D.
IN ORDER TO FACILITATE THIS PROCESS,
INFORMATION ON ATTRITION RATE, % OF D.A.
RISE/ DECREASE, ABSENTEEISM, MAN-DAYS LOST
DUE TO IR PROBLEMS, INCREMENTS, INCENTIVES,
PROMOTION, REDUNDENCY ETC. WILL CERTAINLY
ENSURE CORRECT PROJECTIONS.
SIMILARILY, AT THE CORPORATE LEVEL,
COMPETENCY MAPPING OF MANPOWER,
MANPOWER INVENTORY IN THE FORM OF SKILL-
SETS ARE ESSENTIALLY TO BE INDICATED,
INCLUDING THE TECHNOLOGICAL CHANGES.
CONT’D.
TO EVALUATE THE IMPACT OF SOME HR-
RELATED POLICIES, WE MAY HAVE TO
CONCENTRATE ON DATA LIKE, GRIEVANCES,
WORK-STOPPAGES, LITIGATION, STRIKES &
LOCK-OUTS IF ANY, MAN-DAYS LOST,
ATTRITION RATE & PRODUCTIVITY ANALYSIS
ETC.
THUS DEPENDING ON THE NATURE & LEVEL
OF ( STRATEGIC, TACTICAL BUSINESS OR
OPREATIONAL REQUIREMENTS, THE INF. MAY
VARIES.
HRIS MODEL.
HR System
1. HRD
2. Recruitment & Selection
3. performance Mgt.
4. Compensation Mgt.
5. Employee Services
Environment General
1. Information within
1. Economic the Org.
2. Legal
3. Political
4. Social HRIS
Strategic Information
1. Redundancy
General Information 2. Growth
1. Outside the Org. 3.Technological
Change
OBJECTIVES OF HRIS.
THE FOLLOWING ARE OBJECTIVES OF HRIS:
1. EFFECTIVE PLANNING & POLICY
FORMULATION: IT PROVIDES SUPPORT FOR
FUTURE PLANNING & POLICY FORMULATION,
BOTH AT MICRO & MACRO-LEVELS.
2. MONITORING & EVALUATION: IT
FACILITATES MONITORING OF HUMAN
RESOURCES IN TERMS OF DEMAND & SUPPLY
IMBALANCES & EVALUATION OF THE POLICY
& UTILIZATION OF HR.
CONT’D.
3. PROVIDING INPUTS TO STRATEGIC
DECISIONS: IT PROVIDES REQUIRED INPUTS TO
THE ENTERPRISE-WIDE DECISIONS, LIKE
REDUNDENCY, RIGHTSIZING, COMPRTENCY
PROFILING, CHANGE OF TECHNOLOGY ETC.
AUOMATED EMPLOYEE RELATED
INFORMATIONS, COST MINIZATION, FASTER
EMPLOYEE RELATED SERVICES, FASTER HR-
RELATED DECISIONS LIKE( PROMOTION,
TRANSFER, PAY-ROLL ADMINSTRATION,
COMPENSATION PLANNING, MPP ETC.
STAGES OF DEVELOPMENT.
THE STAGES OF DEVELOPMENT OF HRIS
COULD BE DIVIDED UNDER THE FOLLOWING
HEADS:
1. PRIMARY LEVEL: IT IS AN EXERCISE OF
AUTOMATING ROUTINE PAPERWORK AT THE
OPERATIONAL LEVEL, WHICH FOCUSSES ON
DATA STORAGE, PROCESSING & INFORMATION
FLOW AT THE ABOVE LEVEL.
IN HRIS LANGUAGE, IT IS KNOWN AS EDP
STAGE.
CONT’D.
2. SECONDARY LEVEL: IN THIS STAGE, THE
FOCUS IS SHIFTED FROM EDP LEVEL TO THE
MIS, WITH MORE ENQUIRY & REPORT
GENERATION FLEXIBILITY.
THIS HELPS THE MIDDLE-LEVEL MANAGERS TO
CONTROL OPERATIONS, MATCHING BUDGETS
OR MAKING NECESSARY PROJECTIONS.
FOR EXAMPLE: OVERSHOOTING OF EXPENSES
ON O.T., STATUTORY REPORTS, INF. RETRIEVAL
& OTHER REPORT GENERATION ETC.
CONT’D.
3. TERTIARY LEVEL: THIS STAGE PERTAINS
TO THE HRIS AT THE ENTERPRISE LEVEL
HELPING THE DECISION SUPPORT SYSTEM.
IT IS MORE FOCUSSED ON THE INTERACTIVE
ISSUES & DEVELOPING DECISION MODELS ON
SPECIFIC STRATEGIC ISSUES.
FOR HRP, COMPETENCY MAPPING OF
EXISTING EMPLOYEES, THEIR FUTURE
UTILIZATION UNDER CHANGED TECHNOLOGY,
RIGHTSIZING, T&D INITIATIVES ETC.
CONT’D.
EVEN FOR THE FOLLOWING INITIATIVES DSS
IS REQUIRED TO BE IMPLEMENTED:
1. BENCHMARKING.
2. RESTRUCTURING.
3. COMPENSATION PACKAGES.
4. RETENTION & MOTIVATIONAL SYSTEMS.
5. DEFERRED PAYMENTS.
6. MORE OF INTERACTIONS.
HRIS MODULES.
HRIS NEED ANALYSIS IS TO BE INTEGRATED
WITH CRITICAL SUCCESS FACTORS WITHIN AN
ORGANISATION.
THE CROSS FUNCTIONAL TEAMS INCLUDES HR,
FINANCE, LINE MANAGERS & IT PROFESSIONALS,
WHO IN TURN PROVIDES INPUTS & FACILITATES
DOCUMENTATION OF VARIOUS EXPECTATIONS &
RELATE EACH EXPECTATATIONS WITH THE HRIS
REQUIREMENTS.
FINAL SELECTION LEADS TO THE SELECTION OF
VENDORS.
HRIS PRODUCTS &
CONTENTS.
THE FOLLOWING ARE THE HRIS PRODUCTS:
1. CSS HORIZON TM.
2. elabour.com.tm.
3. GENESYS TM.
4. LAWSON TM.
5. ORACLE.
6. PEOPLESOFT.
7. PROACT.
8. SAP@.
9. VIP MANAGER.
CONNT’D.
THERE ARE MANY OTHER VENDORS WITH
STANDARD HRIS PACKAGES & EACH ONE OF
THEM CAN DISSEMINATE THE NATURE OF
INFORMATIONS REQUIRED UNDER THE
DIFFERENT HR AREAS.
THE HRIS CONSULTANTS CAN DEVELOP
CUSTOMIZED HR PACKAGES FOR THE
RESPECTIVE ORGANISATIONS.
THE HR CONTENTS CAN BE DOWNLOADED
FROM THE INTERNET WITH ITS SPECIFIC
FEATURES.
PRODUCTS ON RECRUITMENT
MGT.
THIS IS ONE THE CORE HRIS MODULES
COMMONLY USED BY THE VENDORS.
IT COVERS THE FOLLOWING AREAS:
1. APPLICANTS DETAILS.
2. SHORT LISTING.
3. JOB SPECIFICATIONS.
4. SKILL MATCHING.
5. MAIL MERGER FACILITY.
6. STANDARD REPORTS.
CONT’D.
7. COST ANALYSIS.
8. INTERNAL JOB POSTING.
9. INTERVIEW SCHEDULING.
10. INTERNET JOB POSTING, INCLUDING JOB
PORTALS, CONSULTANTS & OVERSEAS
MARKETS.
PRODUCTS ON T&D.
HRIS MODULE ON TRAINING & DEVELOPMENT
INCORPORATES THE FOLLOWING AREAS:
1. COURSE SPECIFICATIONS.
2. COURSE SCHEDULING.
3. EVALUATIONS.
4. MAIL MERGER FACILITY.
5. COST ANALYSIS.
6. IN-HOUSE FACULTY DATABASE.
7. EXTERNAL FACULTY DATADASE.
8. REVIEWS.
PRODUCTS ON ATTENDANCE.
THIS MODULE PROVIDES HRIS DATA ON
UNPLANNED ABSENCE, LIST OF LATE ARRIVALS,
ATTENDANCE INCENTIVES, LEAVE RECORD,
WORK-PATTERNS, BREAK PROFILES, OT PROFILE,
SHIFT PATTERNS ETC.
THIS INCLUDES THE FOLLOWING AREAS:
1. AUTOMATIC EXCEPTION REPORTING.
2. ACCURATE ATTENDANCE ROLL.
3. INTEGRATION WITH PAY-ROLL.
4. REPORTS ON LATE ARRIVALS.
CONT’D.
5. WORKING-HOURS REGULATIONS.
6. O.T. CACULATIONS.
7. INTEGRATION WITH PERSONAL RECORDS.
8. MAIL MERGER FACILITY.
9. CONTRACT REGULATION MGT.
10. PM & IR RELATED ISSUES.
11. REVIEWS.
