HRIS:- The human resource information system (HRIS) is a computerized

integrated system for managing information used in decision making. The HRIS is
supposed to link all human resource data from the time professionals enter pre-service
training to when they leave the workforce. The system consists of electronic databases
for storing the information, software for entering and updating data and reporting and
analysis tools
The objectives of the HRIS are to:
 Improve timely availability of accurate and up to date HRH data for policy, planning
and management.
 Track the health workforce as they move through the health system.
 Increase efficiency in the management and maintenance of Health Workforce data.
 Quicken aggregation, analysis and use of data.
 Quicken information flow and facilitate regular reporting on the health workforce.

UNIT 1
BASIS DATA INFORMATION
Meaning Data means raw facts Facts, concerning a particular
gathered about someone or event or subject, which are
something, which is bare refined by processing is called
and random. information.

What is it? It is just text and numbers. It is refined data.

Based on Records and Observations Analysis

Form Unorganized Organized

Useful May or may not be useful. Always

Specific No Yes

Dependency Does not depend on Without data, information

information. cannot be processed.
DATA AND INFORMATION NEEDS FOR HR MANAGER
1) Collect Data:-
Assess the mission, vision, strategy, and culture of the organization, from whatever
written material there is in the company (check with the department or person who
handles public, customer, or shareholder relations).
Collect existing data such as:
Hiring statistics (acceptance rate, hiring rate, hiring projections)
 Turnover
 Compensation and benefits philosophy and practice
 Exit interview summaries
 Employee complaints (discrimination, harassment, safety, other)
 Promotion and advancement practices and trends
 Human Resources budget and expenditures

Where possible, compare the data collected with market data. This information will
provide you with a point of view for the next phase of the audit: the interviews. If,
during the interview, discrepancies arise between the data and the interviewee's answer,
ONE can explore the reasons for the discrepancy(s)

2) Conduct Interviews The purpose of the interview is to collect input from the
internal customer on their Human Resources needs and how those needs are
being met. Begin the interview with top management. Next conduct interviews
with a sample of subordinate managers including first line management. The
topics to discuss during the interview include:
 Perceptions of the company and its goals
 Strengths and weaknesses of top management
 Employee perceptions of the company and top management
 Relations with subordinates
 Support of career goals for self and employees
 Major Human Resources issues
 Which Human Resources functions work well
 Which Human Resources functions need improvement