HRISHUMAN RESOURSE INFORMATION SYSTEM

WHAT IS HRIS?

• HRIS is systematic way of storing data and information for each employee to aid planning, decision making, and submitting of returns and reports to the external agencies.

• The application of computers to employee-related record keeping and reporting, and management decision making

WHAT IS HRIS?

• Any system that supports any aspect of the HR function

• Primary function: – Documenting the employment relation in all it’s

complexity• Basic technology:

– Storing, retrieving and distributing information

PURPOSE

• Storing of data for future reference.• Providing basis for all HR functions.• Meeting daily transactional

requirements.• Supply data to statutory agencies.

IMPORTANCE OF HRIS

• STRATEGY• COMPETITIVENESS• PEOPLE• HRM

HRIS - a part of Strategic HRM

Any Computer-based Info Systems (HRIS included)

CONSIST OF• Hardware• Software• Databases• Telecommunication• Procedures• People

An HR ExampleINPU

T (hou

rs worked)

PROCESSIN

G(Calculating Net Pay)

OUTPUT(cut Paycheck

)Feedback Loop(Is paycheck accurate?)

IS in HR

MANAGEMENT REPORTINGEEO,OSHA etc.

Absenteeism by department

TRANSACTION PROCESSING

Time & Attendance.Benefits enrollment.

DECISION SUPPORT Staffing

Benefits Planning

WORKFLOWTime & Attendance.

Benefits & enrollment.

EXECUTIVE SUPPORTPlant Location

Merger/Acquisition support

BASIC HRIS CAPABILITY

WITHOUT HRIS

• Prepare evaluation forms• Print and copy them• Distribute forms to employees• Employees fill in evaluation• Evaluation forms personally submitted to HR Manager• Re-write results to the computer or file them• Manual processing of data gathered• Prepare result sheets• Print, copy and distribute them to employees• File all the forms for future use

Performance evaluation

WITH HRIS

Performance evaluation

Define evaluationforms

Online evaluationEntry

One-click access toResults

History info captured

Evaluation reports

Strategic Decisionmaking process cantake place

WITHOUT HRIS

• Prepare leave application forms• Print and copy them• Manually maintain employee attendance information daily• Maintain company calendar• Employees applying for leave fills in an application form• Application form personally submitted to Supervisor• Manual check for employee’s leave status history• Supervisor’s approval or rejection• Application form personally submitted to HR manager• Manual update of employee’s personal leave information file

Leave Application Administration

WITH HRIS

Leave Application Administration

Define company specific leave admin processes

Online leave application form

Online leave Approval/Rejection

History info captured

Leave balance reports generated by the system

Saves strategic resources

INTRANET-New dimension of HRIS

View/check/modify - online:

personal information qualifications leave application leave balance leave cancellation leave approval/rejection salary information company calendar appraisal results online appraisal process

Employee self-service

10. HEALTHCARE COST

9. PAY BENEFITS

8. COST PER HIRE

7. RETURN ON TRAINING

6. VOLUNTEER TURNOVER RATE

5. TURNOVER COST

4. TIME TO FILL JOBS

3. RETURN ON HUMAN CAPITAL

INVESTE

2. HUMAN VALUE ADDED

1. THAT IMPRESSES CEO

MOST

TOP10 CALCULATIONS

FOR HRIS

Three Levels of HRIS

STRATEGIC• Economic trends• Industry forecasts• Manpower demand forecasts

FUNCTIONAL• Employee background and

experiences• Performance evaluation and

rewards• Skills inventory

OPERATIONS• Benefits programs• Compensation programs• Insurance programs• Employee demographics• Position description

Training Projects Manpower planning Pension fund investments

Recruiting Employee selection Employee placement Employee promotion Assignments matching

Internal Reporting Absentee rates Human resources accounting Productivity assessments External Reporting Equity monitoring Vacancy reporting Health & safety reporting

Data Applications

BENEFITS

• Saving time

• Saving costs

• Work re-allocation

Saving time [efficiency]

• Easy data maintenance

• Administrative processes automated

• Employee ‘self-service’ (kiosk)

• Adequate information base that leads to timely and

Quick decision making

• Responding faster to employee inquiries to enhance

efficiency and productivity

Saving Costs [efficiency]

• Less time spent on tasks = less money

• Minimum paperwork

• Timely and accurate decision making includes less cost

Work re-allocation [effectiveness]

• Helping the employees perform better through effective career planning and performance management

• Integrating the human resource function with other business functions in the enterprise, to serve personnel better

HRIS: The Strategic value

• Efficiency – cost & time• Effectiveness – orientation on the most

valuable asset of the organization – PEOPLE

Adding strategic value to the Organization

IMPLEMENTATION OF HRISINCEPTION

OF IDEAFEASIBILITY

STUDYSELECTING

PROJECT TEAM

DEFINGING REQUIREMENTS

VENDOR ANALYSIS

CONTRACT NEGOTIATION TRAINING TAILORING

THE SYSTEM

COLLECTING DATA

TESTING SYSTEM

STARTING UP

RUNNING IN PARALLEL

MAINTENANCE

AUDIT

LIMITATION

• Expensive in terms of Finance.• Problems of computer illiteracy.• Inadequacies of Design of HRIS.• No substitute for human being.• Regular updating of Information

necessary.

DECISION MAKING PROCESS• Strategic

Create a comprehensive “ Learning Organization” that enhances the knowledge capital of all the employees.

• FunctionalPersonal development plans for employees, Individual training plans according to employees training needs, Performance evaluation meetings, etc.

• OperationalMaintaining data in the system , Administration

HRIS Unplugged

• Strategic:• strategic decision making ………….……2%

• Functional:• functional decision making …………….23%

• Operational:• Operational day-to day tasks …………75%

Time Allocation

Ideal DECISION MAKING PROCESS

• Strategic:• strategic decision making ………….……2%

• Functional:• functional decision making …………….23%

• Operational:• Operational day-to day tasks …………75%

Time Allocation

CONCLUSION “By automating Human Resource practices, HRIS saves

time and money, effectively reallocates work processes and thus provides competitive advantage and adds strategic value to the organization.”

‘HR managers must make use of HRIS to achieve improved performance and Removing routine administration allows them to become professional consultants to the rest of the organization.’

HRIS

THANK YOU

for your attention.

HandleR