Human Resource Information SystemPRESENTED BY: Minal Deshmukh Anup Meshram Sneha Singh

INTRODUCTION

Human Resource Planning is concerned with the controlled utilization of human resources to achieve pre-set objectives, both short-term & long-term. It has 3 main features:

1. Demand work 2. Supply work 3. Designing

INFORMATION:SOME BASIC GUIDLINES

Adequacy of Information: Specialty of information: Overestimating information: Identifying need levels: Mechanism for addition/deletion: Management support: Quality of information matters

Human Resource Information System It is a merger of HRM discipline with IT fields. The HRIS provides a method by which an organization collects, maintains, analyses & reports information on people & job. It helps HR managers perform HR functions in a more effective and systematic way using technology. The application of computers to employeerelated record keeping and reporting, and management decision making.

NEED FOR HRISA/C to Venkata Ratnam & Srivastava: To store data & information for each individual employee for ready reference. To provide a basis for decision making To supply data/returns to government & other public. A/C to Hemendra Verma: It is time effective. HRIS helps in achieving equality. Involves less costs & less chances of errors.

SIGNIFICANCE OR HRIS Faster information process Greater information accuracy Improved planning and program development Enhanced employee communications Reduction in cost of stored data in HR. More transparency in the system More meaningful career planning & counseling at all levels. Better ability to respond to environmental changes.

Typical HRIS Record Keeping Requirements Employee information Wage and salary data Review dates Benefits Education and training Attendance Performance data/appraisal results

HRIS Tracks...Medical Records Workers Compensation Health & Safety HR Planning Jobs People Positions Benefits Recruit/ Selection Employment Equity Payroll

Training and Development Compensatio n Pension Admin

Employee Relations

An HR Example

Input (hours worked)

Processing (Calc. Net pay)

Output (cut paycheck)

Feedback Loop (Is paycheck accurate?)

LIMITATIONS OF HRIS It can be expensive Its effective application needs large-scale computer literacy among the employees responsible for maintaining HRIS. Absence of continuous up-dating of HRIS makes the information stale.

Some common human resource information systems are:Performance appraisal: This system analyzes employee performance on the job. Skills inventory: This system keeps track of employee skills and matches employees with specific jobs. Benefits administration: This system manages employee fringe benefit packages Job applicant tracking: This system keeps track of applicants for jobs with the business.

Human resource information at macro-levelData base for demand forecasting Population statistic Economic parameters Existing technologies Emerging technologies

Database for supply forecasting Age at entry and age at exit level. Annual enrolment and culture Attrition rates Retirement Migration Mortality

Human resource Information at Micro Level:Data Module

What it should contain? Identification particulars Educational Particulars Technical qualification Special Privilege

Personal Data Module

Recruitment Module

Date of recruitment Grading in aptitude test Grading in leadership test

Job Experience module

Placement history Grade Promotions

Performance appraisal module

Placement history Grade promotion Task performed grade wise Significant contribution.

Training and development module

Nature of training received at each level Current training assignment

Steps in implementing HRIS:-

Developing an HRIS: System Development Life Cycle (SDLC)Planning Analysis

Design

Implementation

Maintenance

EX:HRIS Data Extract Tool Will automatically be available to all HRIS users Access directly from Microsoft Explorer web browser and download to Excel, Word, or PDF.

HRIS Data Extract Tool Cont. Home Department view extracts employee data for your home department(s) Funding view extracts employee data for any position that includes one or more of your funding sources

THANK YOU