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Human Resource Information System: Presented By: Jasleen Dutta Presented To: Prof. Afreen Ali

This document provides an overview of a human resource information system (HRIS). It defines an HRIS as a systematic way to store employee data to aid in planning, decision making, and reporting. The document lists the objectives, attributes, models, and subsystems of an HRIS. It also outlines the steps to implement an HRIS, including planning, analysis, design, and maintenance. The benefits of an HRIS include improved data processing, decision making, and reporting. Potential limitations include costs and computer illiteracy. Barriers to successful implementation include lack of commitment and proper needs analysis.

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Amanpreet Dutta
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58 views22 pages

Human Resource Information System: Presented By: Jasleen Dutta Presented To: Prof. Afreen Ali

This document provides an overview of a human resource information system (HRIS). It defines an HRIS as a systematic way to store employee data to aid in planning, decision making, and reporting. The document lists the objectives, attributes, models, and subsystems of an HRIS. It also outlines the steps to implement an HRIS, including planning, analysis, design, and maintenance. The benefits of an HRIS include improved data processing, decision making, and reporting. Potential limitations include costs and computer illiteracy. Barriers to successful implementation include lack of commitment and proper needs analysis.

Uploaded by

Amanpreet Dutta
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Human Resource

Information System
PRESENTED BY:
JASLEEN DUTTA
PRESENTED TO:
PROF. AFREEN ALI
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
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 organization collects, analyses & reports the
information about people and job.
Objectives Of HRIS:

• To offer sufficient, 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:

• A part of the organization's larger management information


system
• 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
• 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 organization.
• Collect, store and process employee information.
• Provide reliable information for decision-making.
• Allow organization to assess effectiveness of HR policies,
programs and decisions
Human Resources Information System:
SYSTEM DESCRIPTION

TRAINING AND DEVELOPMENT TRACK TRAININGS, SKILLS AND


APPRAISALS
CAREER PATHING DESIGN EMPLOYEE CAREER PATHS

COMPENSATION ANALYSIS MONITOR WAGES, SALARIES, BENEFITS

HUMAN RESOURCE PLANNING PLAN LONG-TERM LABOR FORCE


NEEDS
Subsystems Of HRIS :
Steps Of Setting Up An HRIS :
Steps In Planning:

• Inception of idea
• Feasibility study
• Selecting a project team
Steps in Analysis:

• Defining the Requirement


• Vendor Analysis
• Contract negotiations
Steps In Designing:

• Examines the flow of Information


• Identification of gaps and outlines
Steps In Implementing:

• Training
• Implementing
• Tailoring the system
• Collecting data
• Testing the system
• Starting up
• Running in parallel
Steps In Maintenance:

• Maintaining of HRIS
• Auditing
Application Of HRIS:

• Personnel administration
• Salary administration
• Leave/absence recording
• Skill inventory
• Medical History
• Accident monitoring
• Performance appraisal
• Training and development
• Human resource planning
• Recruitment
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
• 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

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