HUMAN RESOURCE
INFORMATION
SYSTEM
Amaresh C Nayak
HRIS Defined
According to Kavanagh, Gueutal and Tannenbaum,
"A human resource information system (HRIS) is the
system used to acquire, store, manipulate, analyze,
retrieve, and distribute pertinent information regarding an
organization's human resources.
Not only a computer hardware and associated HR-
related software; but also includes people, forms,
policies and procedures, and data.
The purpose is to provide service, in the form of
information, to the "clients," or users, of the system.
HRIS Defined
According to John W. Jones
"The use of computer systems, interactive electronic
media, and telecommunication networks used to carry out
the functions of the human resources department."
Concluding Definition
A systematic procedure for collecting, storing,
maintaining, retrieving, and validating data needed by an
organization about its human resources, personnel
activities, and organizational unit characteristics.
Need for HRIS
To improve its business operations
To promote innovation
To maximize satisfaction of its employees
To provide an interface among employees
To perform HR functions effectively and efficiently in
all integrated environment
Need for HRIS
Human resource information systems support, the strategic, tactical, and
operational use of the human resource of an organisation.
Staffing Training and Compensation
Development Administration
Manpower planning Succession planning Contract Costing
Strategic Labour force tracking Performance appraisal Salary forecasting
Systems planning
Labor cost analysis Training effectiveness Compensation
Tactical
and Budgeting Career matching effectiveness & equity
Systems
Turnover analysis analysts
Benefit preference
analysis
Recruiting Skill assessment Payroll control
Operational Workforce planning / Performance Benefits
Systems scheduling evaluations administration
Advantages of HRIS
A valuable tool for strategic planning and
implementation
Processing of HR information for competitive
advantage
Used to monitor morale, efficiency and labour costs.
Advantages of HRIS
The obvious advantages of computerised HR
systems are:
Reduced Clerical Effort
Risk Management
Training Management
Financial Planning
Flexible Benefits
Attendance Reporting and Analysis
Employee Equity Reporting
Advantages of HRIS
Employee and Labour HR Planning and
Rotations Analysis
Union negotiation HRIS Organisation Charts
costing Staffing Projections
Auditing records Skills Inventories
Attitude survey results Turnover Analysis
Exit interview analysis Absenteeism Analysis
Employee work history Restructuring Costing
Internal Job Matching
Compensation and HR Development Staffing Equal Employment
Benefits Employee training Recruiting Sources Affirmative Action-plan
Pay Structures profiles Applicant Tracking Applicant Tracking
Wage/Salary costing Training needs Job offer refusal Workforce Utilization
Flexible benefit assessment analysis Availability Analysis
administration) Succession Planning
Leave Usage Career interests &
Benefit usage analysis experience
Health. Safety and
Security
HRIS Objectives
The primary objective
To function as an efficient and responsive system
for managing the human resource of the
organisation providing complete timely and
accurate information for HRM and analysis.
Focus
Operational Efficiency
Effective Managerial Decision-Making
HRIS Objectives
Operational Efficiency Effective Decision Making
Effective Communication Effective HR Planning
Open and Flexible System HR Information Consolidation
Vertical and Horizontal HR Process Automation
Integration
GOALS
Determination of the needs of personal information in each
functional area.
Design of a comprehensive database to support these
needs.
Development of complete functional specifications for the
HRIS.
Design of necessary transaction processing and updated
information.
Identification of information retrieval and reporting needs.
Development of relevant supporting documentation.
A Generic HRIS Model
Payroll Benefits Performance. Training & Recruiting & Labour Relations
Appraisal Development Placement
Employee Data
Organisation / Job Relational
Data Database
Regularly Generated Reports Ad hoc Inquiries
Payroll How many current employees have completed
Recruiting Effectiveness training programmers on safety and health?
Benefits-Costs What are our projections of employees needs in the
Appraisals due this month manufacturing division for the next year?
How many employees are using the reduced
benefits plan?
Key Features
Strategic Planning scheduling
Employees
future needs
Personal Data Human
Demographics Resource HRIS Environmental Analysis
Performance Data Data Bank
Potential
Preferences
Planning Activities Administration
Forecasting Reporting
Managerial human resource planning Evaluation
Planning for high talent personnel Control
Reserve and Replacement planning Budgeting
Career Development Co-ordination
Research
THANK YOU
