HUMAN RESOURCE INFORMATION SYSTEM
Contents
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 HRIS
It 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. A method by which an organisation collects, analyses & reports the information about people and job.
Objectives of HRIS
To offer an adequate, comprehensive & ongoing information about people & jobs. To supply up to date information at a reasonable cost To offer data security & personal privacy
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: =========================
Jobs
Positions People
HRIS model
HRIS supports in:
The strategic, tactical & operational use of the human resource of an organisation Collect, store and process employee information Provide reliable information for decision-making Allow organisation to assess effectiveness of HR policies, programmes and decisions
HUMAN RESOURCES INFORMATION SYSTEM
SYSTEM 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 HRIS
Recruitment information
administration information Manpower planning information
Training information
HRIS
Payroll Information
Personnel Research Information
Appraisal Information
Steps in Implementing HRIS
Inception of idea Feasibility study Selecting a project team Defining the requirement Vendor analysis Contract negotiations Training Implementing HRIS
Steps in implementing HRIS
Tailoring the system Collecting data Testing the system Starting up Running in parallel Maintenance Audit
Steps of Setting up an HRIS
Planning
Analysis
Design
Implementation
Maintenance
13
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 INPUTS: HIGH VOLUME DATA PROCESSING: SIMPLE MODELS OUTPUTS: SUMMARY REPORTS USERS: MIDDLE MANAGERS
EXAMPLE: ANNUAL BUDGETING
MANAGEMENT INFORMATION SYSTEMS (MIS)
STRUCTURED & SEMISTRUCTURED DECISIONS REPORT CONTROL ORIENTED PAST & PRESENT DATA INTERNAL ORIENTATION LENGTHY DESIGN PROCESS *
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 HRIS
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
Benefits of HRIS
Fast response to answer queries Improved quality of reports Better work culture Establishing of streamlined and systematic procedures More transparency in the system
Limitations of HRIS
It may be expensive in terms of finance and manpower It may be inconvenient for computer illiterates or people with mere knowledge of computer Computers can not substitute human
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/viewtopi
c.php?t=16336 (06.04.2008) http://www.hrtotal.com/hris.asp (06.04.2008) http://management.about.com/cs/peop lemanagement/g/HRIS.htm (06.04.2008)
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