Human Resource
Information System
(HRIS) and its model.
PRESENTED BY:
SREYA PARWEEN(30183422001)
NEHA DAS(30183422003)
SNEHA DAS(30183422004)
MD.HASNAIN(301883422005)
SUBJECT – HUMAN RESOURCE ANALYTICS
SUBJECT CODE – BBA(BA) 504A
STREAM – BBA(BA)
Human Resource Information System
(HRIS)
HRIS stands for human resource
information system. It is a software
solution that helps companies
manage and automate core HR
processes and support benefits
administration, time and attendance,
payroll, and other workflows, as well
as the storage of employee data,
such as personal, demographic, and
compensation information.
FEATURES OF HRIS
1. Employee Database Management: Centralized storage of
employee information, including personal details and job history.
2. Payroll Management: Automation of salary calculations, tax
withholdings, and benefits administration.
3. Time and Attendance: Tracking of work hours, leave requests, and
overtime.
4. Benefits Administration: Management of employee benefits like
health insurance and retirement plans.
5. Performance Management: Systems for setting goals, conducting
performance reviews, and tracking employee development.
OBJECTIVES of HRIS
The objectives of an HRIS are as follows:
▪ Automate and standardize HR tasks to reduce manual work, increase
accuracy, and save time.
▪ Provide a centralized database for storing and managing employee
information and ensuring easy access.
▪ Provide accurate and timely data and analytics to support strategic
decision-making and planning
▪ Ensure compliance with labor laws, regulations, and organizational policies
through automated processes and accurate record
TYPES OF HRIS
1. Operational HRIS: Operational HRIS streamlines talent
management processes like hiring, promotions, and
transfers.
2. Strategic HRIS: Strategic HRIS supports data-driven
decision-making, talent management, and
organizational growth planning.
3. Tactical HRIS: HRIS systems often need to be integrated
with other business applications, which can pose
technical challenges.
4. Comprehensie HRIS: A comprehensive HRIS is a
centralized hub for all HR data, supporting
operational, strategic, and tactical functions.
5. Limited-scope or specialized HRIS: It addresses
specific tactical HR needs, like payroll and benefits,
unlike comprehensive HRIS covering all HR functions.
HRIS SUCCESS MODEL
A comprehensive HRIS success model typically
includes the following components:
1.System Quality
❖ Usability: The HRIS should have an intuitive and
user-friendly interface.
❖ Reliability: The system should function consistently
without frequent downtime or errors.
❖ Flexibility: The system should be adaptable to
changing business needs and scalable as the
organization grows.
2. Information Quality
❖ Accuracy: Data entered into the HRIS must be precise and correct.
❖ Timeliness: Information should be updated in real-time or within an
acceptable timeframe.
❖ Completeness: All necessary data fields should be filled and maintained.
3. Service Quality
❖ Support: Reliable and responsive technical support should be available.
❖ Training: Comprehensive training programs should be provided for all
users.
❖ Documentation: Detailed and clear documentation should be available
for reference.
❖ User Assistance: Helpdesk or support teams should be accessible to
address user issues and queries.
4. User Satisfaction
❖ User Acceptance: Users should find the system useful and easy to use.
❖ Engagement: Active involvement of users in the HRIS processes.
❖ Feedback Mechanisms: Regular collection of user feedback to improve
the system.
5. Net Benefits
❖ Cost Savings: Reduction in HR operational costs due to automation and
efficiency gains.
❖ Productivity: Overall improvement in productivity of HR staff and the
organization.
❖ Strategic Alignment: Alignment of HR activities with the organization’s
strategic goals.
❖ Return on Investment (ROI): Tangible and intangible benefits that justify
the investment in the HRIS.
CONCLUSION
In conclusion, an HRIS (Human Resources Information System) is a vital
tool for modern organizations, offering a comprehensive suite of
features designed to streamline and enhance various HR processes. By
centralizing and automating tasks such as employee data
management, payroll, recruitment, performance management, and
benefits administration, an HRIS can significantly improve efficiency,
accuracy, and overall HR effectiveness.
THANK YOU
