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HRIS and Analytics

The document discusses human resource information systems (HRIS) and analytics. It defines an HRIS as a system used to collect and store employee data, covering functions like recruitment, performance management, and learning. The benefits of an HRIS are listed as improved record keeping, compliance, efficiency and HR strategy. Common data elements in an HRIS are then outlined. Different types of HRIS are described based on their functionality, like core HRIS, talent management HRIS, and strategic HRIS. The document concludes by defining four levels of HR analytics - descriptive, diagnostic, predictive, and prescriptive - and noting opportunities and challenges to using HR analytics.

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117 views10 pages

HRIS and Analytics

The document discusses human resource information systems (HRIS) and analytics. It defines an HRIS as a system used to collect and store employee data, covering functions like recruitment, performance management, and learning. The benefits of an HRIS are listed as improved record keeping, compliance, efficiency and HR strategy. Common data elements in an HRIS are then outlined. Different types of HRIS are described based on their functionality, like core HRIS, talent management HRIS, and strategic HRIS. The document concludes by defining four levels of HR analytics - descriptive, diagnostic, predictive, and prescriptive - and noting opportunities and challenges to using HR analytics.

Uploaded by

rakesh4488
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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HRIS and Analytics

P R ES E N TE D B Y:
R AK E S H PAT E L
&
S U C H I TA CH AU H A N

P R ES EN T ED TO :
DR . P R ATH A Z AL A
D E PA R T M E N T O F B U S I N E S S A N D
I N D U S T R I A L M A N A G E M E N T, V N S G U
What is an HRIS?

HRIS stands for Human Resources Information


System. The HRIS is a system that is used to collect
and store data on an organization’s employees.
In most cases, an HRIS encompasses the basic
functionalities needed for end-to-end Human
Resources Management (HRM). It is a system for
recruitment, performance management, learning &
development, and more.
Benefits of an HRIS

Record-keeping.
Compliance.
Efficiency.
HR strategy.
Self-Service HR.
Most HRIS Contain:

 Personal history - name, date of birth, gender


 Work history - salary, first day worked,
employment status, positions in the organization,
appraisal data and hopefully, pre-organizational
information
 Training and development completed, both
internally and externally
 Career plans including mobility
 Skills inventory - skills, education,
competencies...look for transferable skills
Types of HRIS

 Core HRIS: This type of HRIS is designed to manage basic HR tasks such as employee
data, payroll, and benefits administration.
 Talent Management HRIS: This type of HRIS is designed to manage the recruitment,
onboarding, performance management, and learning and development of employees.
 Workforce Management HRIS: This type of HRIS is designed to manage the
scheduling, time and attendance, and workforce analytics of employees.
 Strategic HRIS: This type of HRIS is designed to provide strategic insights into
workforce data, including turnover rates, employee engagement, and talent acquisition
trends.
 Self-Service HRIS: This type of HRIS provides employees with self-service tools to
manage their own HR tasks, such as updating personal information, submitting time-off
requests, and accessing their pay stubs.
 Mobile HRIS: This type of HRIS is designed to be accessible on mobile devices, allowing
employees to access HR-related information and complete HR tasks on the go.
 Cloud-Based HRIS: This type of HRIS is hosted in the cloud, allowing organizations to
access HR data and information from anywhere with an internet connection.
 Organizations can choose the type of HRIS that best fits their needs based on their HR
goals, budget, and workforce size.
TYPES OF HUMAN RESOURCE ANALYTICS

Gartner’s model has described various kinds of depth levels of HR


analytics-
 Descriptive: it explains “What” of HR data. It interprets the
historical data to analyses results. It includes key performance
indicators and dashboards to explain the data.
 Diagnostic: it explains the “Why” of HR data. It gives a deeper
analysis of descriptive data.
 Predictive: it explains "What will" of HR data. It uses statistical
modeling to predict results. It explains the trend that would occur
in the future.
 Prescriptive: it guides to understand the HR data and provide
evidence-based results. It uses simulation and optimization
techniques.
Opportunities of Using Human Resource Analytics
Challenges of Using Human Resource Analytics

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