Human Resource Information

System

PRESENTED 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 employee-
related record keeping and reporting, and
management decision making.

 NEED FOR HRIS

A/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...
Recruit/
Medical Selection
Records
Employment
Workers Equity
Compensation
Payroll
Health & People
Safety
Jobs Benefits
HR Positions
Planning
Employee
Training and Relations
Development
Pension
Compensatio Admin
n
 An HR Example

Input Processing Output

(hours worked) (Calc. Net (cut paycheck)
pay)

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-level
Data base for demand Database for supply
forecasting forecasting
Population statistic Age at entry and age at exit
Economic parameters level.
Existing technologies Annual enrolment and culture

Emerging technologies Attrition rates

Retirement

Migration

Mortality
 Human resource Information at
Micro Level:
Data Module What it should contain?

 Personal Data Module Identification particulars


Educational Particulars

Technical qualification


 Special Privilege

 Recruitment Module 

Date of recruitment
Grading in aptitude test

Grading in leadership test


Job Experience module Placement history
Grade Promotions

Performance appraisal Placement history

module Grade promotion

Task performed grade wise

Significant contribution.

Training and Nature of training received at each

development module level
Current training assignment
Steps in implementing HRIS:-
Developing an HRIS: System
Development Life Cycle
Planning (SDLC)
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